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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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.
Do you have a rule that says employees who aren’t ready to return from FMLA leave when their time is up face termination? If so, consider providing at least limited flexibility under one circumstance.
Car-shopping website Edmunds.com “can’t perform well without finding innovative ways to attract and retain top talent,” notes Avi Steinlauf, CEO of the Santa Monica, Calif., organization. To that end, the company has added a slew of employee perks over the past year.
Some employers mistakenly think that if they terminate an employee who isn’t yet eligible for FMLA leave, the employee can’t sue. While you may not be violating the FMLA, you may violate other laws that protect the worker.