BMD Editors

Wiping a smartphone or tablet is easier than you might think, according to Rick Broida of PCWorld.

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Q. An abusive boyfriend sent nude photos of one of our employees to other employees. We’ve deleted everything from our server and blocked his email. But now we have complaints from other employees that we should have fired the employee. We did not. In fact, we let her take FMLA leave due to the depression she suffered. How should we handle these co-worker complaints?

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Filling a vacant position—especially for the second or third time—can take away from other important tasks. Here’s how to get hiring right from the beginning.

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Many of your patterns and habits aren’t helping you become more efficient or successful. Here are tips on thriving in a to-do list-dominated world.

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If you want your office recycling program to be more than an afterthought, you’ll need to inject some organization into it.

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If you’re looking to boost productivity in your workplace, think of the paint you’re splashing on the walls. Yes, color can profoundly affect your behavior.

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Q. A long-term employee has been working part time for a year due to double knee replacement surgery. She takes painkillers, but not during work hours. Recently, she’s displayed poor judgment, doesn’t concentrate well and sometimes shakes all over. We’re concerned she may be addicted to the painkillers. We reassigned her to a job that carries less risk. What can we legally do to address this?

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Q. We are relocating to another state. While several employees will not be given relocation packages, I do plan to give them severance packages. Is it legal to require them to stay to a certain date in order to receive the severance?

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Q. What are the employer’s rights in contacting employees during their FMLA leave? Can we ask how they are doing? Can we expect they will stay at home recuperating in accordance with the doctor’s direction?

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Q. Our employees recently voted for a union and we are now negotiating. Our policies say full-time em­­ployee status starts at 30 hours per week. All of our full-time employees currently work 40 hours per week. We want to decrease the hours of some employees (about 25% of them) from eight to six per day. Do we have to bargain with the union on this change or can we just notify them? 

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