The HR Specialist

HR Law 101: Nowadays, most organizations conduct exit interviews with departing employees to determine why they’ve resigned. Exit interviews can be a great HR tool, but you have to know what questions to ask and, at the same time, what questions to avoid for legal reasons …

{ 0 comments }

HR Law 101: The EEOC has become proactive in protecting workers from a sexually hostile environment. In 2007 alone, the agency recovered from employers nearly $50 million for victims of harassment …

{ 0 comments }

HR Law 101: The Uniformed Services Employment and Reemployment Rights Act protects reservists when they’re away from work for extended periods. Reservists on active duty can maintain health insurance coverage by electing COBRA continuation. Employers must also count time spent on active duty toward the calendar and hour requirements for coverage under the FMLA …

{ 0 comments }

HR Law 101: Employers can significantly reduce the cost of their workers’ compensation premiums by following a program of accident prevention, better claims management and prevention of fraud and abuse …

{ 0 comments }

FLSA: Child Labor Rules

by The HR Specialist on February 25, 2007 12:00am

in Human Resources

HR Law 101: The child labor provisions in the Fair Labor Standards Act restrict the amount of time and conditions under which minors age 17 and younger are permitted to work …

{ 0 comments }

HR Law 101: When a new hire comes on board, you must determine whether to classify him or her as exempt or nonexempt under the FLSA. The key consideration: Exempt workers aren’t eligible for overtime pay. Rather, they’re paid for the job they do, not the hours they keep …

{ 0 comments }

OSHA Penalties

by The HR Specialist on February 18, 2007 12:00am

in Employment Law, Human Resources

HR Law 101: Employers should be aware that OSHA violations carry civil and, in some cases, criminal penalties. The penalties vary and depend on the type of violation, its frequency and its severity …

{ 0 comments }

AIDS Programs

by The HR Specialist on February 17, 2007 12:00am

in Employment Law, Human Resources

HR Law 101: As AIDS continues to affect all segments of the population, the workplace is feeling the consequences. Employers are now compelled to confront issues related to AIDS, such as employees’ fear of the disease, company policy decisions and benefit programs …

{ 0 comments }

HR Law 101: The FMLA allows employers to negotiate with employees about the time when they are going to take time off when the leave is foreseeable. The law says that employees should schedule their leave “so as not to unduly disrupt the employer’s operations” …

{ 0 comments }

HR Law 101: Generally, the FMLA entitles employees to take intermittent leave for medical treatment or other medical reasons, whether it’s for the employee or a family member. But there’s the potential for abuse when employees take intermittent leave … 

{ 0 comments }