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:
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:
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?
Managers are responsible for stopping harassing behavior about which they know or should have known. This means that they can’t wait for an employee to file a complaint with them. These steps should be taken in response to a harassment situation.
Here’s a real-life list of actual assignments that bosses have dumped on their workers, according to employees surveyed by CareerBuilder.com.
As summer unofficially begins this Memorial Day weekend, use these helpful hints for managing employees’ summer vacation schedules and maintaining productivity.
Q. We have a policy requiring all machine operators to wear pants. Can we discipline a machinist who claims that she has converted to a religion that requires her to wear dresses?
An employee who files a complaint or returns from a leave of absence and shortly thereafter suffers an adverse employment action is likely to smell a retaliation rat. But what’s considered an adverse action? Consider these managerial actions that often give off a perception of retaliation.
PROBLEM: A Muslim employee needs an accommodation that will allow him to pray several times during the workday. You determine that allowing him to do so won’t affect the department’s productivity. Not so fast. The rest of the staff starts to complain that it’s not fair that one employee gets extra breaks in the day …
Q. We need more employees to cover evening hours, and we’re not getting many volunteers. Now that we’ve decided to rotate everyone into the evening shifts, I am hearing that we have to add a “shift differential” to those who work nights. Is this true?