Workplace romance has long been the bane of the HR profession. A December 2012 Iowa Supreme Court decision in Nelson v. Knight has further roiled the workplace romance waters by holding that an employer could terminate an employee for being “irresistible.”
Several construction companies working on a renovation of the student union ballroom on the Mankato campus of Minnesota State University will have to pay more than $38,000 in back overtime wages. To blame: overly generous scheduling practices.
Employees who question your timekeeping process may be setting you up for an FLSA lawsuit. How you respond may make the difference between winning and losing. If you promptly fix what turns out to have been an innocent mistake, the court probably won’t consider the original complaint protected activity.
You never know which unsuccessful job applicant will sue. That’s why it is crucial to internally document why you rejected a candidate. Bonus: You can also use the information for an informal internal audit to make sure a hiring manager isn’t inadvertently discriminating.
Aerospace and defense contractor ATK has agreed to pay a job applicant $100,000 after she complained about discriminatory hiring practices at the company’s Eden Prairie plant.
Some nonprofit Minnesota employers can opt into an alternative unemployment compensation plan that allows skipping quarterly unemployment taxes in exchange for reimbursing the state for any benefits paid. Good news for those employers: The alternative plan doesn’t affect unemployment eligibility.
Here’s an important reminder that it takes just one Neanderthal boss to launch a lawsuit: Treating working mothers differently than working fathers is sex discrimination. Never turn a blind eye if you hear a supervisor is doing just that.
Generally, members of the military released from active duty service are entitled to return to their former jobs. But what happens if bad economic times force a layoff before the employee returns to work? Is he exempt from the cuts?
If your business is small enough and local enough (meaning you don’t produce goods for interstate sale or perform work outside your own state), you may not have to follow the federal Fair Labor Standards Act.
Of numerous ballot initiatives voters considered last November, the most challenging for HR professionals may have been referendums regarding recreational use of marijuana. Employers should be familiar with this developing area of law and have a game plan for how to address the problems that marijuana in the workplace may cause.