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)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Ask 5 questions before implementing knee-jerk training cuts
- More courts lose patience with frivolous claims; they're asking failed litigants to pay up
- Use workers' compensation policy checklist to avoid retaliation lawsuits
- What are the COBRA rules applying to small businesses in Ohio?