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Every employer that is subject to the Occupational Safety and Health Act and has more than 10 employees is required to maintain records of occupational injuries and illnesses.
Don’t take employee discretion for granted! You need a confidentiality policy to protect trade secrets and other proprietary information from leaving your organization.
San Miguel Homes for the Elderly, an assisted-living facility in the Bay Area, has ended its militant opposition to U.S. Department of Labor Wage and Hour Division (WHD) enforcement efforts and agreed to pay $425,000 in back wages to 26 caregivers.
The owners of Hibachi City Buffet in Palm Desert, Calif., will pay more than $128,000 in back wages and penalties following an investigation by the U.S. Department of Labor’s Wage and Hour Division.
To win a quid pro quo sexual harassment case, an employee has to show that two things occurred.
If you pester an employee who is suing you with expensive pretrial tactics, you may wind up on the hook for his legal bills.
Smart employers follow a regular policy of computer-file purging to keep the organization’s network free of unnecessary data. But what if your organization thinks it may be a lawsuit target?
As long as you get expert legal help creating a valid arbitration agreement, Texas courts will probably enforce it.
Sure it’s frustrating when an employee gripes about general workplace problems. Don’t let that frustration spill over into retaliation. If the worker is making a good-faith complaint about alleged discrimination or harassment, he’s protected from retaliation.
Does your organization have more than $1 million in federal contracts? If so, you may have to change any arbitration agreements you have in place covering certain claims.