The HR Specialist

Finding an accommodation for a disabled employee is just always possible. There may be no practical way to accommodate some disabilities. If that’s the case, termination may the only reasonable option.

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The biggest trend in employee compensation is pay-for-performance. In many organizations, less employee pay is fixed; more is contingent on performance. In reality, too few managers do what’s necessary to make pay-for-performance work. Solution: Teach the employees to “manage the boss.”

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From creating custom keyboards to interpreting garbled phone conversations, apps can now quickly, and inexpensively, help employers accommodate disabled workers.

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Worried an employee won’t fit into a department dominated by members of a protected class? Watch out! A court might decide “fitting in” is code for bias.

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Alison Green gets lots of comments on her “Ask A Manager” blog, but 1,200 on a single post?

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Sometimes, the right way to handle an otherwise dischargeable offense is with leniency.

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The U.S. Department of Labor has increased the price tag for employers that violate wage-and-hour, safety and immigration laws.

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A study by the pro-union, nonprofit Century Foundation found that only 103 strikes were called in 2014, lasting an average of 35 days.

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When it comes to discipline, employees aren’t entitled to the equivalent of a jury trial. It’s good enough that the employer investigated and considered the employee’s input before deciding in good faith on a course of action.

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On June 20, the United States Supreme Court concluded that a U.S. Department of Labor regulation on exempt status was so “procedurally defective” that judicial “deference is not warranted.”

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