Manager’s Legal Bulletin — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Page 6
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Manager's Legal Bulletin

Take this quiz to see how your hiring skills measure up when it comes to handling pre- and post-interview problems associated with résumés and references.

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If an employee complains that a co-worker’s perfume is aggravating her allergies, you had better act on it or the scent of a lawsuit will soon begin to fill the room.

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A veteran nurse in a Tampa Bay-area hospital had been using a walking cane without incident for about two years when the hospital decided that she could no longer use it because, it said, the cane was unsafe and could be used as a weapon. The EEOC is suing the hospital on the woman’s behalf.

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As the holiday season nears, so begin the inevitable questions from employees regarding holiday pay issues. Misconceptions abound, with employees mistakenly believing they are entitled to much more than they really are.

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If you’re like most hiring managers, a thank-you note from a job candidate is appreciated.

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File this one under “ironic.” Solano County (Calif.) disability services provider Pace Solano agreed to pay $130,000 to a job candidate who disclosed a partial paralysis in her hand during a pre-employment physical exam.

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Tangible signs of a potentially hostile environment may be only the tip of the sexual harassment iceberg. Here are four red-flag areas you should monitor:

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Seems like a reasonable accommodation: An employee with severe knee arthritis wants to use a four-pronged cane to perform her job on the factory floor …

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Employees who take a sociable lunch break compromise their focus on detailed tasks when they come back to the office, according to a new study reported in Science News.

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Q. We allow nonexempt (hourly) employees to work from home. Some of them are turning in overtime slips. Do we have to pay them for those self-reported extra hours?

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