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When the federal Mine Safety and Health Administration (MSHA) cited the owners of a Caldwell County granite mine for 103 safety violations, the company didn’t contest the resulting fines. But they didn’t pay them either, and now the MSHA is suing to collect.
Employers may be sold on the advantages of arbitration over litigation and want to give the process a try. But if they don’t do it just right, chances are they’ll end up spending more time and money. That’s because employees may go to court to challenge an employer’s right to arbitration, adding what amounts to a second lawsuit to the underlying complaint.
OSHA has cited A-Absolute Construction, based in Roselle, for numerous violations at a Parsippany worksite. OSHA has had its eye on A-Absolute since 2008 when a trench collapse trapped a worker.
Some whistle-blowing employees think they can’t be disciplined if they report alleged wrongdoing to authorities or upper management. That’s not true. Employers can always discipline employees who break rules or perform poorly. The key is fairness and equal treatment.
An employee at a Rockaway Dunkin’ Donuts faces prostitution charges after local police caught her supplementing her income by providing additional services. Police had received an anonymous tip that the woman was making late-night trips to Dunkin’ Donuts a little sweeter for some patrons.
Q. We have an employee who is returning to work for us after having worked for a competitor. Normally, we require new employees to agree to a noncompete, with a 15-mile-radius restriction. In this case, we’d like to extend the area to a 30-mile zone around our facility. Can we have a different arrangement with her than the one we have with our other employees?
The Dol has sued the United Employee Benefit Fund in Northbrook and its trustees, following an investigation by the Employee Benefits Security Administration that found the defendants violated the Employee Retirement Income Security Act by making improper loans.
Q. One of our employee’s job performance no longer meets our standards. While she used to be a good worker, she’s now making a lot of errors, coming in late from time to time and not getting along with her co-workers ... If we fire her for poor performance—which we would consider termination for cause—will she be eligible to collect unemployment compensation?
It’s always good to have someone on the inside. At least that’s how Nancy and Laurie Sondrall must have felt. Nancy’s sister and Laurie’s aunt, Pamela Marie Dellis, was providing them with ill-gotten booty from the Minnesota Department of Revenue.
Occasionally, it may seem like an employee is exaggerating a disability and being difficult just for the sake of being difficult. That’s no reason to reject her claims outright. Instead, focus on following your usual ADA accommodations process.