HR Specialist: Employment Law
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Who is writing your name into a lawsuit right now?

checkbox Yes! Please start my subscription to HR Specialist: Employment Law and give me my free copies of Hire at Will and Fire at Will. I understand that I can review everything risk-free. If I don’t immediately benefit from the advice in HR Specialist: Employment Law, you’ll refund the entire subscription fee. I’ll keep Hire at Will and Fire at Will and have no further obligation. On that basis, here’s my order.
Yes, I'm ready to protect myself and my organization from employment law threats.
We respect your privacy. 

Dear Colleague,

They never saw it coming:
  •  The manager who thought employees ought to speak English on the job. (She was wrong to the tune of $1.5 million.)
  •  The company whose entry-level test disproportionately rejected qualified women.  (It cost the firm $500,000.)
  •  The organization that incorrectly classified a group of workers.  (Cost of mistake: $17 million.)
Now … think of us as the WARNING LIGHT that flashes on before you stray into a legal calamity.

It appears only once a month …

But when it does, thousands of savvy executives literally drop everything to devour this modest-looking publication as if their organization’s future depends on it!

What, exactly, is going on here?
       
In a nutshell, this unusual source is avidly read because readers know that any given issue is likely to contain vital intelligence that could save them from  expensive, morale-draining employee lawsuits.

This remarkable publication is HR Specialist: Employment Law.  And it exists precisely because employee lawsuits have spun wildly out of control.

Heaven knows, management isn’t supposed to be about tip-toeing through a legal minefield every working day.  But it is. And that’s just a fact of life. Indeed, even the most conscientious, compassionate employer can be dragged into court by today’s crazy, Byzantine employment laws.
 FACT:  More than one-quarter of all civil lawsuits filed today are employment-related.  What’s more, employers lose 60% of these casesand the typical award is $500,000 and climbing.  Even worse, many workers are not just suing their employers; they’re
suing their former managers, who can be forced to pay out of their own pockets.
Put your mind at ease with authoritative answers to your thorniest employment law questions …
checkbox Yes! Please start my subscription to HR Specialist: Employment Law and send my free copies of Hire at Will and Fire at Will with their proven strategies for asserting my rights to improve the workforce as I see fit. I will also have access to the Employment Lawyer Network of leading legal minds.
Yes, I'm ready to protect myself and my organization from employment law threats.
We respect your privacy.

Reading HR Specialist: Employment Law is like having a blindfold taken off and getting access to strategies that can literally change the way you see your employment policies – and possibly even save your organization.
       
In recent issues, our readers …      
  •  Discovered exactly how to avoid paying overtime … legally!
  •  Learned how to monitor employees’ communications without leaving themselves open to privacy-violation claims.
  •  Found six new ways to trim workers’ compensation costs – as well as three virtually foolproof indicators that reveal cheaters.
  •  Received step-by-step guidelines for writing an ironclad employee-absentee policy – one that provides effective incentives and avoids legal pitfalls.
  •  Learned how to give employees clear behavioral guidelines to avoid violating hair-trigger sexual harassment laws.
  •  Found out why they can be held responsible for ensuring a “safe workplace” for employees who telecommute from their homes.
  •  Got clear directions for organizing personnel files for maximum protection in defending against claims from employees, former employees and regulators.
  •  Discovered why First Amendment free-speech protections do not apply in the private workplace – and how misconceptions about  this can land you in trouble.
  •  Learned why a “give no references” policy is not a smart move.  Our  readers now know a much better procedure!
It seems like every day, employers have new regulations and laws to follow. Many seem like traps rather than  laws. It’s hard to hear about these cases without wishing you had a personal lawyer to sort it all out for you.

Obviously, you’re not about to make every workplace decision with an  attorney whispering into your ear! But you can have HR Specialist: Employment Law on your side. To answer your questions. To cut through the “legalese.” To give you reliable, legally authoritative opinions on the treacherous legal maze that awaits you every day such as ... 
Can Your Employees Moonlight While on Medical Leave?  Yes, they can.  It seems crazy, but your workers can use their allotted FMLA leave to work at a second job.  Is there a way out of this?  Yes: Ban workers from moonlighting during any kind of leave and you can stop the madness!

Are Your Pre-Employment Tests Discriminatory?  You’d better hope not! For example, if you give a job test, the pass rate for applicants from a protected group must be at least 80% of that for the group with the highest selection rate or the test can be deemed biased. Bottom line: Make certain you are testing job-related qualities and that your tests fulfill a business necessity. Otherwise, scrap them.

When Is the Exit Interview a Bad Idea?  Skip it when the employee has been discharged for gross misconduct.  Not only will the interview waste your time, it may actually provoke the dismissed employee to sue you! 
Every issue of HR Specialist: Employment Law puts your mind at ease with authoritative answers to the questions you may have:
  •  Must you grant federally protected family leave for tummy tucks and nose jobs?
  •  When can employee-transfer decisions put you in legal jeopardy?
  •  Can mandatory arbitration agreements work for you?
  •  E-mail: Why is it the electronic equivalent of DNA evidence?
  •  How can the term “laid off” come back to haunt you?
  •  How can you enforce a drug-free workplace without raising privacy issues?
  •  Can a bonus plan free you from paying overtime to nonexempt workers?
We make sure that HR Specialist: Employment Law is easy to read and free of legal jargon.  Everything you need to know about relevant legal developments is at your finger-tips:  Recent cases.  Legal strategies used against employers.  Mistakes employers often make.  New court rulings – and what they mean to you.   
Put your mind at ease with authoritative answers to your thorniest employment law questions …
checkbox Yes! Please start my subscription to HR Specialist: Employment Law and send my free copies of Hire at Will and Fire at Will with their proven strategies for asserting my rights to improve the workforce as I see fit. I will also have access to the Employment Lawyer Network of leading legal minds.
Yes, I'm ready to protect myself and my organization from employment law threats.
We respect your privacy.

Review the sample issue.  If you agree that HR Specialist: Employment Law will help keep you and your business out of court, order today.

Normally, a full year of Employment Law would cost you $192.  But when you order through the Internet, you get the Professional Courtesy Rate of $97.  Immediately, you save almost 50% – and receive, with our compliments, unlimited free access to a wealth of online problem-solving reports.

Add it all up and that’s only 27 cents a day for reliable, heads-up guidance that could save you from straying into worker lawsuits and potential legal calamity.

And your risk for trying Employment Law? Zero.

That’s right, zero. Read the sample issue at right. Scrutinize it. See how each issue functions as a “warning light” to protect you from being legally blindsided. If it’s not for you, don’t worry about it. Just cancel and get a full 100% refund of every cent.  That’s a personal promise from me.

So try HR Specialist: Employment Law. Try it now while you can examine it at no risk … and receive absolutely free two special bonus reports, Fire at Will: Terminating Your Employees Legally and Hire at Will..   You’ll also get FREE access to our exclusive Employment Lawyer Network (read on for details) …
      
But hurry!  Our next issue goes to press shortly, and I’d like to get a copy in your hands so you can see why so many of your colleagues in management wouldn’t dream of being without our guidance and vigilance.

Subscribe today – you’ll be glad you did!

Sincerely,

Pat DiDomenico
Editorial Director
Put your mind at ease with authoritative answers to your thorniest employment law questions …
checkbox Yes! Please start my subscription to HR Specialist: Employment Law and send my free copies of Hire at Will and Fire at Will with their proven strategies for asserting my rights to improve the workforce as I see fit. I will also have access to the Employment Lawyer Network of leading legal minds.
Yes, I'm ready to protect myself and my organization from employment law threats.
We respect your privacy.
P.S. Don’t forget:  You’ll receive gift copies of Fire at Will: Terminating Your Employees Legally and Hire at Will just for trying HR Specialist: Employment Law.
P.P.S. Want instant access to the nation’s top HR attorneys?  HR Specialist: Employment Law plugs you into the Employment Lawyer Network – our unique list of leading legal minds from around the country. See the sample issue for your roster of A-list firms and attorneys...