Issue: Scheduling employees during the holidays can cause logistical and legal headaches.
Risk: At the least, hurt feelings and dampened morale. At the worst, a messy religious-discrimination lawsuit.
Action: Minimize holiday scheduling hassles with these smart preventative measures.
You need a certain number of employees to work during the holidays, even on Christmas and New Year's. But, so far, your supervisors aren't getting many volunteers, and more vacation requests are coming in than you can approve.
What to do? Can you force employees to work certain days? Maybe, but that could trigger a religious-bias lawsuit.
Federal law says you must make a reasonable effort to accommodate employees' "sincere" religious beliefs, including trying to give them time off for religious observances.
The best way to minimize scheduling disputes, especially around religious holidays, and avoid legal trouble is throug...(register to read more)
- Beware age discrimination risk when offering promotions
- 'Tis the season to be jolly … but careful with parties, gifts, bonuses
- Lessons from the 2006 SHRM conference: Online-Only Handbooks: a risky legal proposition
- Beware jumping the gun when firing injured worker
- Hot dog! Chipotle employees can bring their pets to work