Garner-based KBE Landscaping will pay $14,651 in back pay to 33 employees after a Department of Labor investigation revealed the company failed to properly pay overtime to its hourly workers.
A federal jury has awarded two former employees of Concord trucking firm A.C. Widenhouse more than $243,000 in compensatory and punitive damages. The EEOC had filed the suit on behalf of two black employees who complained of pervasive bigotry and harassment at work.
If a worker who was hurt at work can find a doctor to testify that subsequent debilitating headaches were caused by the work injury, you can expect to continue making disability payments for a long time.
It’s OK to fire someone whose medical problems clearly don’t qualify as a serious health condition under the FMLA.
Some older workers hear “slow” and immediately assume that’s code for “old.” But sometimes, slow just means slow.
It can be frustrating to deal with an employee who has constant attendance problems. But if that employee has a serious health condition entitling him to FMLA leave, there’s really nothing you can do, no matter how inconvenient and disruptive his absences are.
Many HR professionals spend time agonizing over whether to fire someone they believe broke a rule warranting discharge. Could they have been wrong about the facts? Relax. There’s no need to second-guess yourself endlessly. Instead, conduct a prompt and thorough investigation and make a decision.
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.
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.
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.