Some employees are difficult to manage. Maybe they have talent, but they’re not amendable to constructive criticism. Tell managers and supervisors that shouldn’t make them shy away from offering suggestions on how employee performance might improve.
Harrisburg, Pa., Mayor Eric Papenfuse touted his business experience when running for mayor in 2013, but outdated accounting software may have led him to violate the Fair Labor Standards Act.
A Melrose Park, Pa., jewelry distributor for several major department stores and the temp agency that provides its workers have agreed to settle allegations that as joint employers they violated the Fair Labor Standards Act.
In general, using a sensible progressive discipline program and documenting all disciplinary actions will help you justify a discharge—even in the face of apparent prejudice or bias on the part of individual managers.
Want to terminate an employee? Make sure that if you state a reason, you do so consistently.
There is rarely a reason to note an employee’s age on official company documents. There’s no reason to list birthdates, for example, on seniority lists when seniority is based on years of service. Doing makes an age discrimination lawsuit more likely.
The Office of Federal Contract Compliance Programs’ revised rules take effect today.
A federal court has ruled that the EEOC can require employers to retain employment records for its inspection and specifically demand that those records include a wide range of information about employment-related testing, test results and the impact of the results on protected classes.
Employees who take FMLA leave sometimes think their supervisors aren’t allowed to criticize any performance deficiencies that occurred before the leave began. That’s just not true.
It’s usually hard for employees to win age discrimination lawsuits—unless a manager or supervisor insists on making ageist comments. These can create an age-based hostile work environment.