Some employers believe that pregnant women aren’t entitled to time off for pregnancy-related matters because pregnant women aren’t disabled or unable to perform their jobs. That’s wrong and can land employers in big trouble. The fact is that prenatal visits and even bouts of nausea are the sorts of things that Congress considered when covering pregnancy under the FMLA.
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Employees out on unpaid FMLA leave are still entitled to health insurance benefits if they were covered before going out on leave. However, if the employee was required to pay part of the premium before taking leave, that obligation continues.
If you need additional incentives to stop sexual harassment in the workplace, how’s this for a motivator: A court has ruled that employees who endure gender-related violence can now sue their employers for damages under the Illinois Gender Violence Act.
It does no good to have a sexual harassment policy if managers don’t know how to enforce it. Without regular manager training on how to respond to complaints, you might as well not have a policy.
Here’s some good news for employers that take sexual harassment complaints seriously. In Sutherland v. Wal-Mart, the 7th Circuit emphasized that an employer’s prompt response to an employee’s complaint of sexual harassment may protect it from liability.
Good news for employers: The Court of Appeal of California has found that claims adjusters are exempt administrative employees not entitled to overtime. The court rejected the notion that all claims adjusters who work for insurance companies are nonexempt employees without regard to the work they actually perform.
A recent BusinessWeek story pours out several examples of companies embracing the idea of drinking at work. While occasional celebrations are fine, offering an unlimited liquid buffet is simply asking for employment law trouble.
A few weeks ago, U.S. employees gained a powerful new tool to prove their wage-and-hour cases: the new “Timesheet” app for smartphones from the DOL’s Wage and Hour Division. Impact: Now employees may claim they have the most accurate time records! All the more incentive for you to accurately track actual hours worked—not just hours written on a time sheet.
Violating FLSA timekeeping rules can be a costly error. The FLSA requires employers to keep at least the following basic payroll records for nonexempt employees:
Jack is the kind of talent you want to promote. So you create a new management layer and make him a boss. You’re not really promoting him, but the org chart shows you are. And so it goes, until you have more and more layers, and a smaller span of control for each manager. Here’s what’s wrong with excess layers:
