The HR Specialist — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Page 315
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The HR Specialist

The U.S. labor movement has been taking backward strides for several decades. But a new U.S. Bureau of Labor Statistics report says 12.1% of U.S. workers were union members last year, up from 12.0% in 2006 …

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The U.S. Department of Labor last month debuted the FirstStep Recordkeeping, Reporting and Notices Advisor, an online tool that helps employers determine which record-keeping and notice laws apply to them …

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It’s OK to favor applicants who’ve proven they can stick with a job for a while. That’s not discrimination, as a recent court ruling shows. The key: Allow employees to explain job gaps. Then ignore those that could lead to a discrimination lawsuit … 

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As “sandwich generation” employees begin caring for their parents in addition to their kids, you can expect more requests for FMLA leave to tend to mom’s and dad’s medical needs. The FMLA allows employee leave to provide parental care—if the parent’s medical condition actually qualifies for FMLA leave. A federal court says you can ask for medical certification.

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What happens if management wants to fire or otherwise punish an employee for discriminatory reasons, and HR objects? Can an HR professional who is then fired for refusing to play ball proceed to file her own EEOC retaliation or protected-activity claim? Learn how this issue can affect your organization—and your own career.

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It’s understandable that managers and supervisors might get angry if an employee filed unfair labor practice charges against them. But how they respond may mean the difference between a reasonable resolution of the underlying complaint and additional charges—for retaliation and intimidation …

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Ever since the U.S. Supreme Court declared that the threshold for retaliation is much lower than for discrimination itself, employees who have filed discrimination complaints are finding that by charging retaliation, they get a second chance to drag their employers into court. That’s why it is absolutely crucial for HR to train supervisors and managers on retaliation …

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It’s easy to feel paralyzed when it’s time to choose an employee to promote. You need to pick the best candidate for the promotion, but you also don’t want to risk a discrimination lawsuit. The truth is, if your choice is reasonable, a court probably won’t second-guess it …

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Even if an employer has a good history of avoiding age discrimination in hiring, it can be sued for age discrimination if a reduction in force disproportionately affects older workers. Generally good hiring practices don’t prove that no discrimination occurred when drawing up the RIF list …

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State and federal laws protect employees who file discrimination complaints from retaliation for making those complaints. That’s why it’s a good idea to make sure you carefully document any disciplinary moves that occur after an employee has complained of discrimination …

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