Some employees seem to think that their employer can’t punish them for violating company rules if they happen to be on FMLA leave when their employer finds out. They think the FMLA protects them broadly from consequences. Fortunately, that’s just not true.
Companies are facing an aging population, prolonged careers and heightened discrimination risks. How do you create effective succession plans given these factors?
Rudeness is likely to sneak into the workplace no matter how many civility rules you post. Unless the behavior is clearly abusive or obviously offensive to a protected class, don’t lose too much sleep over a potential lawsuit.
Things are not peaceful at the Oasis Café in Stillwater. When the state’s higher minimum wage took effect on Aug. 1, the restaurant began charging a 35-cent “minimum wage fee” on each order. Restaurant management claims the charge is to highlight the burden the wage hike places on small businesses.
Remind bosses: Be careful how you approach discussing potential retirement plans. Asking too often or in a way that’s not business-related may precipitate an age discrimination lawsuit if the employee loses her job or is demoted after such conversations.
A female HR director delivered St. Cloud-based Royal Tire a kick when she sued the company for an Equal Pay Act violation.
Here’s a surefire way to spur a lawsuit and ensure it goes to trial: Just fire an employee who has been the target of her boss’s racial slurs.
A Minneapolis conveyor-belt company faces a disability discrimination suit after it allegedly refused to rehire an employee after he had a heart attack.
Faced with declining revenues and staff shortages that mean more overtime hours, managers may be tempted to adjust time records to reflect fewer hours worked. But this is a dangerous tactic.
Here’s a tip that may save you from unnecessary litigation: When it comes to disciplining a disruptive worker, focus on the behavior. Don’t speculate on the reason the employee may be disruptive.