Employers that “regard” people as disabled and then discriminate by firing them or refusing to hire them in the first place will face lawsuits—even if it turns out those applicants and employees aren’t actually disabled. That’s a key part of the ADA.
Who’s there to organize the office organizer? Business Management Daily helps admins with dealing with bosses, records retention, and other key tasks.
We provide thousands of articles to help admins and office management staff through better meeting management, improved time management, and much more.
Q. We have a nonexempt salaried employee who normally works Monday through Friday. We pay her biweekly. She took a weeklong vacation, which normally would come out of her paid time off (PTO) bank. We had a customer emergency and called her into work on the Saturday of her vacation week. How should we pay her? ...
Q. I own a construction company. We require all employees to wear a company shirt. If an employee does not wear a company shirt, he or she is assessed a $25 per day penalty, which is deducted from the next paycheck. Is this penalty legal?
For more than a decade, Minnesota courts have recognized a person’s right to privacy. Most employers are aware that this right extends to the workplace, but many still run into potential employee-privacy trouble. But with some upfront planning and consideration, HR professionals can help their organizations avoid privacy pitfalls and still protect their interests.
The greatest mystery in many workplaces is what's lurking in the company refrigerator. Go beyond scheduling regular "Use it or lose it" deadlines. Follow these tips:
If your boss micromanages and drives you crazy, forge a stronger relationship with him or her. For example, practice the "art" of communication, says Harry E. Chambers, author of My Way or the Highway—the Micromanagement Survival Guide. “Show that you’re in motion on priority projects by communicating in three specific terms: awareness, reassurance and timelines."
As an alternative to plan termination, proposed regulations allow sponsors of qualified non-elective contribution 401(k) safe-harbor plans to amend their plans so that employer contributions may be reduced or suspended if the employer is suffering a substantial business hardship. Key: Safe-harbor plans that choose this alternative must satisfy the ADP and ACP non-discrimination tests for the entire plan year. In addition, the top-heavy rules apply. You may rely on these regs until final regs are issued.
Employers that hire outside firms or investigators to conduct employee investigations and background checks must make sure those vendors strictly comply with the Fair Credit Reporting Act (FCRA). Failing to do so can result in substantial legal risks, including damages, penalties, fines, punitive damages and attorneys’ fees awards.
Outplacement assistance benefits range from one-on-one counseling and group meetings to online job-search tools. According to outplacement experts, outplacement assistance not only benefits those who are laid off, but it also indirectly assists the company by maintaining morale among employees who remain after a layoff, and helps stem employment-based lawsuits from those who were let go. By and large, outplacement assistance is tax-free to employees. But there are pitfalls, which can turn a perfectly good tax-free benefit into taxable compensation.
President Obama has said he wants to “make government cool again.” His latest attempt: The federal government’s HR directors are studying a plan to boost the starting pay of college grads by a cool $8,000 a year—to $41,210.