Manager's Legal Bulletin

Q. Can we reduce the wage rates of male employees in order to avoid Equal Pay Act violations?

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Q. When interviewing a candidate for a job, I became suspicious that the job-seeker was a tester. Her answers to my questions seemed as though she was fishing for a slip-up. Does the EEOC send out testers to see whether employers are conducting their hiring processes within the law? What about civil rights groups?

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Every workplace seems to have that one employee who’s nothing but a perpetual fountain of gripes, and challenges management’s patience and its authority. Here are some suggestions for disciplining a chronic complainer.

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It happens in every workplace: Two em­­ployees have a classic personality conflict and bicker constantly. What’s the best way to stop their petty squabbling?

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How you reject applicants can mean the difference between applicants still having a positive impression of your organization, versus coming away with hurt feelings or even giving them incentive to take you to court on discrimination claims. A well-crafted rejection letter is the safest route.

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Q. Despite being given two hours’ notice, an employee refused to work overtime at the end of his shift because he said he had plans to attend his son’s Little League game. Is this insubordination?

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One of the easiest, most effective ways to put your finger on the pulse of your employees’ level of engagement is to survey them. Follow these tips on creating survey questions.

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No state or federal law requires an employer to establish a progressive discipline policy. But if your organization has one, make sure you follow it. Steps to keep in mind when doling out discipline under a progressive discipline system:

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Summer is in full swing, and the teens you hired for the season are working out just fine. But don’t be too complacent. Follow these four steps to help prepare young workers to work safely:

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Problem: You decide to transfer Jim to a department to do different work that is performed primarily by women. The women there are paid less than what Jim was paid in his former job. Do you reduce Jim’s pay to the women’s level to avoid an Equal Pay Act claim?

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