BMD Editors

Interviewing need not be tricky—but it does need to reveal character.

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Q. A new employee just told us she has a seizure disorder. Our facility works with vulnerable adults and the new employee would be required to drive them. This poses a risk potential for the client’s safety. Can we terminate this person or do we need to figure out an accommodation? The employee hasn’t asked for any yet.

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Q. An employee driving a backhoe backed into a wall and tore the door off. We had to install a new door ($275), but the employee quit that same week. So we deducted $275 from his last check. Now he says he’s talking to a lawyer. Were we right?

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Q. Our small business sometimes gets calls from loan providers or collection agencies about our em­ployees. What information are we required to give?

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If your workplace seems as politically divided as the country, and the atmosphere is getting nasty, it’s time for you to step in. But will you be trampling on employees’ First Amendment rights if you ban all political talk?

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How many times have you sent an email you wish you can take back? Or fix? Now you can.

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Q. How long do we need to keep personnel files? And can we keep them in offsite storage?

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Do you have a place where an employee can pump breast milk? If you don’t have a spare room or want to dodge the renovation costs of creating such a room, there is an alternative: a movable breast-pumping pod known as the Mamava Lactation Station.

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Cases heard starting Oct. 6 will decide questions involving the reach of federal agencies that enforce employment laws.

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The basics of good behavior still hold up today …

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