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Hourly employees’ use of smartphones (as well as online email access from remote locations) has boosted worker productivity. However, it has also substantially increased the risk of off-the-clock-work violations.
Late in 2012, the NLRB left many employers scratching their heads—and pulling their employee handbooks off the shelf. Until recently, the NLRB pretty much limited itself to dealing with labor unions and the right to organize, leaving employers alone as long as no union activity was involved. That’s all changed in the past year.
A labor dispute forced the Minnesota Dance Theatre to use recorded music instead of a live orchestra for December’s holiday presentation of “The Nutcracker” ballet. According to the union representing Twin Cities classical musicians, the sticking point wasn’t monetary, but artistic.
Judges don’t want to waste their time on frivolous litigation; they’ll usually act fast to dismiss sham lawsuits. That’s especially true when it is obvious the employee is complaining about what, at most, constitutes a slight inconvenience, like a shift change.
The U.S. Department of Justice has reached a settlement with the city of Selma, ending a lawsuit that alleged violations of Title VII of the Civil Rights Act.
Sometimes, employees fake or exaggerate injuries in the hopes of getting paid time off. If you suspect that’s going on, don’t get angry and put vindictive roadblocks in the employee’s way. Instead, treat him the same way you treat everyone else.
You don’t have to create permanent light-duty work for injured workers, as the following case shows.
OSHA has slapped Symmetry Turf Installations with two citations for serious safety violations after one of its employees died of heat stroke.
With the end of the year approaching, you’re probably assessing 2012 performance and planning for 2013. As you take stock of the past and set future directions, take the time to review employment agreements and policies designed to protect your intellectual property assets.
HR Law 101: The Civil Rights Act of 1964 bars discrimination based on race, national origin and religion. The law applies to all employers that have at least 15 full- or part-time workers and includes U.S. companies that employ Americans abroad ...