Wal-Mart bashing may be the new spectator sport in America, but the nation’s largest retailer is slowly learning some important lessons from a series of legal setbacks involving time and attendance records and managers’ misguided efforts at cost control.
Employers of all sizes nationwide can learn a thing or two from Wal-Mart’s mistakes.
Requiring work during breaks: a $78 million error. The most recent blow came from a Pennsylvania jury that awarded a group of present and former Wal-Mart workers $78 million in damages because the retailer forced employees to work without pay.
The employees sued under state labor laws (an increasingly popular way to get bigger awards from local juries) and claimed that managers pressured them to work off the clock and cut or skip meal/rest breaks. Two cashiers told of being locked in the store to work without pay. One cashier testified she feared losing her job if she didn’t agree to ...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- When essential duties are at issue, OK to base medical exam on FMLA certification
- Does the FMLA cover cosmetic surgery?
- Interpret Military Leave Law in Most Employee-Friendly Way
- Fire before you hire: Put more burden on job-seekers