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The HR Specialist: Employment Law

While you likely have a grasp on the definition of unlawful harassment and discrimination, have you thought about what constitutes assault, battery and “intentional infliction of emotional distress” in the workplace?

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Test your knowledge of recent trends in employment law, comp & benefits and other HR issues with our monthly mini-quiz.

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You read that right. Soon you will recall the good ol’ days when employee handbooks could prohibit employees from having a “discourteous or inappropriate attitude or behavior.” The NLRB in April ruled that such language was too broad and could possibly deter employees from discussing their pay or working conditions with colleagues.

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The White House announced June 16 that President Obama will soon issue an executive order that bans federal contractors from discriminating in hiring, firing, compensation or work conditions based on a person’s sexual orientation or gender identity.

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While the initial explosion in social media usage took em­­ployers (and their attorneys) off guard, more organizations now have clear employment policies—and they’re not shy about flexing them.

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Test your knowledge of recent trends in employment law, comp & benefits and other HR issues with our monthly mini-quiz.

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It may seem wrong for an employee who is out on disability leave to work another job. But don’t be so quick to fire her for lying about her medical condition—it could backfire in the form of a disability or retaliation claim.

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Test your knowledge of recent trends in employment law, comp & benefits and other HR issues with our monthly mini-quiz.

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Employers that use electronic systems to complete I-9 verification forms for new hires sometimes streamline the system by pre-populating employee information on Sec­­tion I of the I-9 with information pulled from the company’s HR software. Is that permissible?

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Beverly was the sole caregiver for her mother, who was diagnosed with end-stage heart failure. A charitable group for terminally ill people gave her mother a six-day trip to Las Vegas. Beverly requested FMLA leave to join her mom, but her employer said “no.” Beverly went anyway, and then was terminated for unauthorized absences. She sued, saying that trip should be eligible for FMLA leave …

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