The HR Specialist: Employment Law

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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It’s more important than ever to remind supervisors that it’s unlawful to try to “get even” with people (staff or applicants) because they com­­plain about discrimination, either in house or to a government agency. While employee complaints to the EEOC about every type of discrimination declined from 2012 to 2013, only one rose: retaliation.

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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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When a woman sued her employer for sex bias, her lawyer asked the company to produce text messages sent between bosses discussing her salary. A court ruled they must be turned over.

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Supervisors and HR walk a legal tightrope when discussing retirement plans with aging workers. If it appears you’re pushing an employee out the door based on his age, you’ll be setting yourself up for an age discrimination lawsuit.

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