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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About a year ago, the U.S. Supreme Court rules that under the Fair Labor Standards Act, time spent waiting for security checks after the end of a shift were not compensable minutes. California, however, has greater worker protections built into its version of the FLSA. That’s why a group of Apple store employees brought a suit over their own wait time at the end of their shifts, seeking compensation despite the Supreme Court decision.
Can you zero out the Affordable Care Act’s mandate to provide 95% of full-time employees—those who work at least 30 hours a week—with group health benefits by cutting their work hours, so that they’re no longer considered full-time employees? One employer that allegedly did so is now defending itself against a class action lawsuit.
Do you consider your commissioned salespeople independent contractors? If you pay them a draw, they may be employees for unemployment compensation purposes.
Employees who quit generally aren’t entitled to unemployment compensation. Unless something occurred that would compel a reasonable worker quit, employees won’t get benefits.
Worried an employee may have an undisclosed mental disability that is causing problems at work? Don’t treat him with kid gloves or suggest he seek mental health care.
There isn’t a worse sound than someone scraping ice off their windshield at 6:30 in the morning. You don’t have to make employees choose between taking a snow day and working, if you allow them to work from home. While you’re crafting a telecommuting policy, don’t forget the Fair Labor Standards Act.
If your organization hasn’t yet been hit with a pay-related lawsuit, consider yourself lucky. A new report shows the onslaught of wage-and-hour lawsuits continues to rise at a record pace.
You don’t necessarily have to fire someone who committed a single act of sexual harassment—as long as the conduct wasn’t truly outrageous or continuous. Sometimes, it’s fine to issue a reprimand and then monitor the employee to ensure the situation doesn’t recur.
Here’s some good news: Just because a supervisor says or does something stupid or tasteless doesn’t mean the employer will suffer. Take an isolated incident that might be characterized as odd or creepy. While perhaps uncomfortable for the employees involved, most of the time it won’t result in a successful lawsuit.
Urban Outfitters and its subsidiaries Anthropologie and Free People face a lawsuit alleging the company’s call-in policy violates California labor law.