Hiring gets harder when a dozen or more applicants meet your minimum requirements. How do you pick the best candidate and reduce the chance of unhappy job-seekers filing discrimination lawsuits? The best approach is an organized one.
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Articles by The HR Specialist: North Carolina Employment Law
Complex state and local laws in the Tar Heel State can give employers the blues. Aggressive attorneys don’t stop with federal laws like FMLA, ADA and FLSA: they use state and local living-wage statutes, rural codes, plus discrimination and other laws to sue employers for sky’s-the-limit damages. This North Carolina-specific newsletter arrives monthly to help sue-proof every aspect of HR. Written in plain English, it’s your insurance policy for staying in step with current interpretations of state and local laws – and staying out of court. Learn more about HR Specialist: North Carolina Employment Law and the free report you’ll get when you subscribe...
The HR Specialist: North Carolina Employment Law
Here’s some good news for employers frustrated with former employees who file groundless discrimination lawsuits. Judges are increasingly unwilling to bend over backward to enable lawsuits that look like sure losers by assigning court-appointed attorneys.
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The ADA accommodations process must also be ongoing—and it doesn’t necessarily end with the first accommodation. But sometimes, a disabled employee can become unreasonable as time passes. You may decide to revoke an accommodation or refuse to modify it. If he sues, clear documentation showing what you did over the years can mean winning the lawsuit.
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Employers that discipline employees who make racially offensive comments have done what’s required of them. Unless they hear about a recurrence, it’s safe to assume the problem was solved.
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Charlotte-based Metro Special Police & Security Services faces EEOC charges that a captain and lieutenant, both men, solicited male security officers for sex and forced them to go to gay bars while on duty.
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Ah, the “halo effect”—the practice of inflating an employee’s annual review to increase morale and avoid the unpleasantness of pointing out underperformers’ weaknesses. Too bad the halo strategy sparks legal risks.
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If employees don’t ask for religious accommodations, then there’s no need to worry about special schedules. That’s because your obligation to accommodate religious needs begins when an employee asks for accommodation. If he never requests a schedule change, you don’t need to do anything.
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The DOL has ordered Charlotte’s Carolina Trail Golf Partners to immediately tee up $758,465 in back wages for 347 workers at seven courses who recently went several weeks without getting paid.
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Before rejecting the lowest bid for a public project, many government agencies run background checks on the bidders. It’s critical to be fair and even-handed about those checks, making sure you don’t cherry-pick negative information.
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PCM Construction Services has settled DOL charges that it cheated employees out of overtime pay when they worked more than 40 hours in a workweek. The problem: PCM paid nonexempt employees a flat salary regardless of how many hours they put in.
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