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The EEOC received a record 99,922 charges in the 2010 fiscal year—the most the agency has received in its 45-year history. Given this sharp increase in charge activity, now is a good time to review your personnel policies and practices to make sure you’re taking appropriate steps to help prevent potential discrimination claims.
As an employer, you want to eliminate accidents. But paying particular attention to the U.S. Centers for Disease Control and Prevention’s safety recommendations for older workers should make your workplace safer for everyone.
Employee theft is a big problem for some employers. Even so, don’t make the mistake of accusing someone unless you have solid evidence he or she is the culprit. Instead, document your suspicions and consider whether to call police or conduct your own investigation. Then, if possible, try to catch the thief in the act.
The U.S. Citizenship and Immigration Services last month unveiled I-9 Central, a new online resource center that pulls together all the agency’s information and advice about Form I-9, Employee Eligibility Verification.
Unemployment insurance benefits are designed to help employees who lose their jobs through no fault of their own. Since employers pay into the fund that pays out unemployment benefits, it's in your interest to contest benefits for undeserving former employees. Here's how to go about doing so.
Sure, it’s inconvenient when employees need to take FMLA leave. But you can’t tweak FMLA policies just to suit your operational needs. If you try it, prepare to get out your checkbook. Your employee will have a slam-dunk case to bring to court.
Don’t make a common employer mistake and assume that someone who is declared 100% disabled under a workers’ compensation claim can’t also be entitled to reasonable accommodations for a different job.
Some employers believe that actually filing a lawsuit or EEOC complaint is the only protected activity. That’s simply not true. Employees who voice concerns to HR about possible discrimination at work are also protected from retaliation.
The nonpartisan California Legislative Analyst’s Office (LAO) has urged state lawmakers to consider rejecting some or all of six new collective bargaining agreements negotiated with state employee unions in March.
Employers generally must treat employees equally, including when they break the rules. But that doesn’t mean you have no disciplinary flexibility. The key: Explain why you think one employee deserves more serious punishment than another who committed the same infraction.