The HR Specialist

Q. Our company would like to start a program where all sales employees will use cell phones that have GPS monitoring. We want to keep track of where employees are so we can make sure they make their sales calls in their own territories and are not wasting time. Is this OK to do? Must we tell employees about the GPS monitoring? What about tracking employees after hours? …

{ 0 comments }

Q. We are considering adopting a new mandatory arbitration procedure. We are concerned that some of our employees won’t agree to the change in our policy. What should we do? Should we tell employees that they will be terminated if they don’t agree? Will employees be bound by the policy if they don’t agree and we don’t take any further action? …

{ 0 comments }

Sometimes, it may feel like everyone in HR is walking on eggshells, especially when it comes to disciplining employees who say they have disabilities. It doesn’t have to be that way—if you have a comprehensive employee handbook and consistently follow it …

{ 0 comments }

If there was ever a reason to involve your attorney in an EEOC investigation, here’s a powerful one: If a lone employee who brings an EEOC complaint claims you favored white employees, he may be able to expand his lawsuit to represent all nonwhite employees who were allegedly discriminated against, not just employees in his particular protected class …

{ 0 comments }

Q. One of our employees is having disagreements with his supervisor over performance issues. The employee has asked to see his personnel file. Does he have a legal right to see his file? …

{ 0 comments }

Q. I recently got a form in the mail, signed by a former employee, authorizing release of her personnel file to her attorney. Must I honor it? …

{ 0 comments }

Q. We recently received a subpoena to turn over an employee’s personnel file. The employee is a party to a lawsuit; the company is not. Do we have to comply? Should we tell the employee? …

{ 0 comments }

Q. What kinds of information and documents should we keep in our personnel files? …

{ 0 comments }

Q. In addition to the official personnel files we keep in HR, our supervisors keep informal or working files. Is this allowed? Does this practice present any concerns? …

{ 0 comments }

It’s tough balancing the rights of disabled employees and the rest of your staff. It’s great to be able to offer accommodations that allow a disabled worker to stay in the labor force. But you don’t have to go to such extremes that your other employees have to pick up considerable slack left by the accommodation …

{ 0 comments }

Page 331 of 478« First...102030...330331332...340350360...Last »