From employment law to compensation and benefits, FMLA and hiring and firing and more, Business Management Daily provides comprehensive Human Resources updates.
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Workers at four Dallas-area restaurants will receive more than $188,000 following a U.S. Department of Labor Wage and Hour Division (WHD) investigation. The restaurants—Yes Buffet in Grand Prairie, Royal Buffet in Rowlett and Crown Buffet and Win Chinese Buffet in Dallas—underpaid 61 employees.
Q. We have an employee with a disability who has requested to work from home part time as an accommodation for her disability. Are we required to grant this request?
Yuba City, Ca.-based Dispatch Transportation has settled an unfair labor practice charge with the Teamsters Local 137 and the NLRB.
Sometimes, keeping quiet is the best approach. That’s certainly true when you discipline or terminate employees for poor performance. Bad-mouthing an employee won’t do any good and may mean a needless lawsuit if the employee’s reputation suffers.
Even a small gender-based pay differential may become the foundation of a class-action lawsuit.
Sometimes, like life, supervisors are unfair. But unless there’s some other problem, being treated unfairly isn’t grounds for a lawsuit. Employees have to show that something illegal motivated the unfairness, such as racial or gender bias. Just saying that was the reason isn’t enough, either.
Have an adequate but not outstanding employee? Be careful if he engages in some form of protected activity. Suddenly deciding he’s not good enough may spark a retaliation lawsuit.
The House Subcommittee on Workforce Protections has begun hearings to explore legislation that would “increase accountability” at the EEOC, an agency that “has spent a great deal of time and resources advancing a deeply flawed enforcement and regulatory agenda,” according to subcommittee Chair Rep. Tim Walberg, R-Mich.
Sometimes, supervisors get the wrong message from upper-level managers struggling to keep a business afloat during difficult times. Faced with declining revenues and staff shortages that mean more overtime hours, they may be tempted to adjust time records to reflect fewer hours worked. But this is a dangerous tactic.
The California Supreme Court has decided that a single act of employee disobedience may not always constitute misconduct within the meaning of section 1256 of California’s Unemployment Insurance Code.