It’s reasonable to expect employees to obey your work rules. But employees can also reasonably expect you to apply those rules fairly. If you don’t, you risk a lawsuit. That’s why it is crucial to be specific when documenting discipline.
Human Resources
From employment law to compensation and benefits, FMLA and hiring and firing and more, Business Management Daily provides comprehensive Human Resources updates.
Discover how your colleagues – and competitors – are dealing with discrimination and harassment, employment law, benefits programs, and more.
Here’s a simple tip that can save you lots of headaches: Document the exact date an applicant submits her paperwork and the date of each decision related to her application.
Many of the police officers, firefighters and paramedics in Minnesota municipalities are members of the military reserves and National Guard. When those workers are deployed for military service, towns and cities often have to pay overtime to remaining first responders. A bill before the state Legislature would provide state funds to municipalities to cover those additional costs.
Two bills introduced in the House and Senate would ban employment discrimination against gay and transgender employees and expand their FMLA rights.
Q. When our employees come in to work, they spend part of their time getting their equipment running. Do we need to compensate them for that time?
If you’re a federal contractor or subcontractor, now’s a good time to make sure your compensation practices are free from race, sex or age discrimination. The Office of Federal Contract Compliance Programs has ramped up its investigation tactics to root out compensation discrimination.
What works for employees of Cherry Hill Volvo in South Jersey? The attitude of the company’s owner. Workers at the 51-year-old Volvo dealership say the company’s president, Judith Krupnick, fosters a feeling of family in the workplace.
Is a male employee complaining about behavior you would clearly see as sexual harassment if the employee were a woman? If so, do something about it.
Here’s an important reminder when management gets nervous about terminating a so-called whistle-blower. Solid, legitimate reasons for discipline take precedence over protections to which whistle-blowers are entitled.
It’s a good standard policy: The person (or persons) who made the hiring decision should also take part in any firing decision. That way, the employee can’t argue that discrimination based on an obvious protected characteristic like race, sex or handicap must have been at work.
