When you think of a well-oiled, smooth-running office, organization and a strict adherence to procedures come to mind. Such traits give the workplace stability, a sense of direction and a rudder. But according to Sue Shellenbarger, writing in The Wall Street Journal, an uncompromising rigidity in organization creates a double-edged sword.
This program lets users automate and plan their social media posts across multiple channels and plan ongoing posts from a set library.
The ability to acquire biometric data is growing all the time, and yes, it will create employment law problems.
Q: “I have an employee who told me on Monday that she was hurt on the prior Thursday. While we will certainly take care of the injury and report it and offer care, we would like to write up a disciplinary notice for her not immediately reporting both the unsafe condition that caused the injury as well as the injury itself. May we do this?” – Kary, Maryland
Q. Is it acceptable for a company to negotiate with employees (on a case-by-case basis) to provide higher salary in exchange for the employee not taking certain benefits that the company pays 100% for (such as life insurance, AD&D, STD and LTD)? — Ed, Virginia
For want of a thumbtack, the Fair Labor Standards Act’s statute of limitations didn’t run. In a case involving a domestic worker’s pay dispute but equally applicable to any employment situation, a federal appeals court ruled that failing to display the Department of Labor’s minimum wage poster meant an employer was on the hook for years of wage-and-hour violations.
Q. We have a few college students who work for us during their summer break. According to the law, are they required to complete new employment paperwork (I-9, W-4, etc.) each year?
Choice Hotels, Marriott and State Farm Insurance have joined a growing list of large employers quitting the far suburbs and moving office complexes closer to downtown.
Q: “While conducting an annual self-audit of employee files and I-9 compliance, I have encountered some questionable documents that I believe to be fraudulent. If I contact an ICE agent to verify these documents, will this then trigger a company wide ICE audit?” – Santana, Texas
Q. We have an employee who has been on workers’ comp for nine months. He’s not planning to have his fractured ankle operated on. HR wants to terminate him on the grounds that (after the operation) he will have been on FMLA for over a year. We realize the employee would still be carried by our insurer. Can we legally terminate an employee on workers’ comp after a year’s medical leave? — Vincent, Louisiana