Q. We recently hired a new manager in an underperforming division. After getting to know her team, the manager wants to fire an employee for poor performance. But, the employee has only had glowing performance reviews under his previous manager. Can we go ahead with the termination?
Days before a scheduled strike vote in late February, St. Paul teachers reached a tentative deal on a new contract. Overall, teachers will receive an 8.6% increase in pay and benefits over two years.
Here’s another reason to stay on top of deadlines: If you plan on appealing a decision to grant unemployment benefits for a former worker, don’t miss the 20-day deadline.
An eligible employee receives up to 12 weeks job-protected leave for a covered reason whether the employer likes it or not. But that doesn’t mean that the employee can never be fired while on leave—as long as you would have done so even if she hadn’t taken FMLA leave.
When nasty racial words are tossed around in a workplace, you may think the target of those words is the only person who can sue for racial harassment. Not true. It’s not necessary for someone to have protected status to complain about harassment or discrimination.
If you decide to countersue an employee who takes you to court over work-related issues, make sure your suit is really tied to the employee’s claim. If it isn’t, you’ll have to file a separate lawsuit.
The National Labor Relations Board Office of General Counsel concluded in November that Walmart violated the National Labor Relations Act when it threatened and disciplined workers for participating in wage protests and strikes in 14 states, including Minnesota.
Minnesota-based Allianz Life Insurance of North America, the Mayo Clinic and General Mills made Fortune magazine’s 2014 list of America’s 100 best companies to work for.
Chris Kluwe punted for the Minnesota Vikings for eight seasons before being cut last May. Since then, despite several tryouts with other teams, he has not been able to find work in the National Football League. Kluwe thinks he knows why: his outspoken advocacy for marriage equality.
It may be a reasonable accommodation to grant additional time off after a disabled employee has used up her FMLA entitlement and other leave. But what if the disabled employee wants a gradual return to work, easing back in by working part time?