The HR Specialist: Georgia Employment Law

Problem employees—the kind that see discrimination, harassment and retaliation every time a supervisor so much as issues an oral warning for anything—won’t hesitate to sue and charge retaliation. They may even seek redress for minor slights by requesting FMLA leave and trying to trip you up if your response is not to their liking

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Consider this scenario: Your organization needs to have repairs done to your premises and you hire an independent contractor to do the job. When one of the workers is hurt after the contractor ignores obvious safety hazards, is your organization on the hook if the injured employee looks around for deep pockets to sue?

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The city of Fort Oglethorpe had to scramble to find insurance after the Georgia Interlocal Risk Management Agency canceled its property and liability coverage due to excessive claims …

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An inventory manager lost a discrimination lawsuit against the Atlanta Community Food Bank because he failed to meet the ADA’s disability standard …

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The Georgia Supreme Court has ruled that a construction superintendent killed in an auto accident was covered by workers’ compensation benefits, even though he was on leave to run personal errands at the time of the crash …

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Two-and-a-half years and $7.2 million into its contract with New York-based Vitech Systems Group, an employee benefits system provider, the state of Georgia is looking for a refund …

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Stephen Taylor of Canton, co-owner of Marietta-based 20/20 Payroll Solutions, pleaded guilty to stealing $4 million in employee taxes from more than 100 clients during the past two years …

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Georgia’s labor code contains no overtime exemption for commission-paid employees, but the federal Fair Labor Standards Act does. Georgia employers largely follow the federal law because it’s more stringent than state law. So employees who are paid on a commission basis are exempt from overtime laws, right?

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OSHA has begun contacting employers that were sent Ergonomic Hazard Alert Letters over the past five years. It’s the agency’s latest effort in its 20-year battle to regulate ergonomic hazards

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Who pays for an employee’s personal protective equipment (e.g., gloves and steel-toed shoes): the employer or the employee? Federal regulations are unclear in most cases. But that may be changing

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