Manager's Legal Bulletin

Employees who take a sociable lunch break compromise their focus on detailed tasks when they come back to the office, according to a new study reported in Science News.

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Q. We allow nonexempt (hourly) employees to work from home. Some of them are turning in overtime slips. Do we have to pay them for those self-reported extra hours?

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Dis­­crimination can creep into hiring decisions—possibly without the decision-maker even realizing it. Here are four tips to help ­managers maintain objectivity.

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Q. Our front-line supervisors often fill in for vacationing nonexempts. Do such duties jeopardize their exempt status during the weeks they substitute for the vacationing employees?

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If you are like most hiring managers, it’s the typos in the job-seekers’ résumés that are the No.1 cause for you to automatically dismiss a candidate. Here are the rest of the résumé wreckers:

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One of the most sensitive areas for any supervisor is introducing change to an employee. Here are three points to keep in mind whenever an employee says “no” to a legitimate work order.

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Usually, employees gripe that the job stinks. On occasion, the odor is real and it’s not coming from the job. It’s wafting off a co-worker. Use these best practices to address an employee’s personal hygiene problem tactfully and effectively, and minimize the employee’s embarrassment.

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Q. One of our good customers—a man—insists on doing business only with the men on our staff. When approached by one of the women in our company, he tells her, “I need to deal with one of the guys.” Can we get into trouble for this if we bend to his wishes?

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An employee’s evaluation meeting is approaching and you’re all set. But here’s a list of common traps that can trip up even the most-prepared manager.

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Every manager knows the importance of disciplinary documentation. But what happens if an employee refuses to sign his disciplinary memo? Your carefully prepared documentation still stands, regardless. The question is how to deal with the employee.

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