Consider this scenario: An employee lodges a complaint that her sex or race kept her from being promoted. Shortly after, you offer her an opportunity for advancement. She then turns around and sues, alleging that the offer was a sham. Fortunately, courts are rejecting such arguments.
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Workers at Bank of America’s retail branches and call centers in five states have filed a lawsuit claiming they are due unpaid overtime from the banking giant. The suit, filed in federal district court in Kansas, alleges the bank requires employees to work more than 40 hours per week, but only pays them for 40.
Sometimes, the best lessons are learned from the worst examples. That’s often the case with HR management. When employers make big mistakes and have to pay for them in court, other employers with good practices—that maybe need just a little tweaking—can discover what not to do. Here’s a good example.
The Department of Labor has launched a new web-based employment law guide on how to conduct union elections. The purpose: walking union members and officials through the steps necessary to comply with labor-relations law. If you have union workers, you owe it to yourself to learn how they'll probably conduct their next election.
If you're like most professionals, you use Microsoft Word every day. Take a few minutes now to customize your Word workspace by tailoring the built-in spelling and grammar checks on your computer to meet your specific needs. Here's how:
When it's time to present next year's HR budget, get the C-Suite's attention with these six talking points. They'll show you mean business.
Federal employment laws can be terribly confusing, particularly because they often have different definitions for the size of a business that is exempt from the law. Use the following list to make sure you’re not spending time and money complying with laws that only apply to larger businesses.
Talking to a group of employees about their complaints can be uncomfortable, but it’s part of being a good manager. Allowing grievances to go unaddressed can hurt employee morale and productivity. Here are guidelines to planning and conducting group meetings for employees to express their concerns openly without fear of repercussions.
Every inadequate executive fails to live up to his or her leadership role in some way. Here’s the tale of one executive who failed because he lacked—or simply didn’t practice—five essential components of good leadership:
Aw c’mon. An employee is obviously pregnant but you can’t even say the “p” word? Does the mere use of the adjective translate into legal liability? One court recently said “relax.” It’s OK to say a woman is pregnant; just don’t make any employment decisions based on it or comment negatively. Still, it’s a bit tricky, as this case shows …
