Employees have learned to play the FMLA game quite well in the 17 years since the law was passed. In this new case, an “attendance-challenged” employee was denied extra vacation leave for her wedding. So she submitted an FMLA leave request for those same dates. Hmmmm … smell fishy?
Management training isn’t just for newbies and novices – managers and supervisors of all levels and all ages need actionable management practices to bring to their department, division or company. Learn how to be the best boss you can be by expanding your management skills, managing change effectively and bring strong leadership into your everyday management practices.
One important way to judge your success as a manger is by the success of your employees. An effective manager isn’t just a boss who can extract the most productivity from his people, but the one who produces great future managers. How can you be sure that under your leadership managers will blossom?
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In the downturn, productivity is everything. Any time spent in the conference room should be efficient and results-oriented. Here are some creative tactics business owners are using—and that you can copy:
The first rule of negotiating a raise is to make it easy for your boss to say yes. That means anticipating objections and addressing them in advance. Smart negotiators rarely say, “I want more money.” Instead, they use facts to drive home their valuable contributions. Here’s how to prepare for your next salary review:
Here’s a bit of bad news for employers with union-represented employees who are considering going out on strike: A recent 5th Circuit Court of Appeals ruling has struck down a number of picketing permit restrictions passed by local ordinance. The decision’s basis: unions’ right to free speech. The result may be some very public protests by labor unions when disputes spill over.
In Turner v. The Saloon Ltd. the U.S. Court of Appeals for the 7th Circuit recently ruled that in a sexual harassment claim based on a hostile work environment, if at least one act of alleged harassment occurred within 180 days of an EEOC filing, courts can consider the entire time period of the hostile environment in determining an employer’s liability.