Approving, certifying and tracking intermittent FMLA leave can be a royal pain, especially in industries where attendance is crucial. But employees who are otherwise eligible for intermittent FMLA leave can’t be denied that right simply because it’s inconvenient for employers.
The federal Computer Fraud and Abuse Act (CFAA) doesn’t grant employers any legal recourse if an employee misuses information obtained from company computers, according to a recent federal court ruling.
A free report from the Society for Human Resource Management details the steps employers should take to effectively source, recruit and retain military veterans in civilian workplaces.
Not every new hire works out. Chances are, you’ll realize early on that you made a hiring mistake. You’ll want to give the employee a chance to improve, but you’ll also want to protect the company in the event of a lawsuit. To do that, provide a detailed and thorough performance review that includes specific examples and suggestions.
Want to stop supervisors who allow off-the-clock work or look the other way when employees work unpaid overtime? Remind them that the Fair Labor Standards Act allows employees to sue supervisors who violate the law personally—not just the organization itself.
That infamous I-9 employment verification form you must complete for each new employee may be going through some changes soon. The USCIS recently published a draft of revisions to the I-9 form and requested public comment on the proposed changes.
Here’s a basic way to avoid FMLA trouble: Before punishing employees for poor attendance, double-check to make sure that none of the time they missed included FMLA-qualifying leave. That way, there’s no question about whether FMLA leave was a factor in discipline.
Do your employees understand exactly when they’re allowed to work overtime? Lax overtime rules are wasting billions of dollars at U.S. organizations and triggering more FLSA lawsuits than ever before. Four ways to stop unauthorized OT:
Test your knowledge of recent trends in employment law, comp & benefits and other HR issues with our monthly mini-quiz …
While the DOL cleared an executive order that would have made it illegal for federal contractors to discriminate against employees (or applicants) based on their sexual orientation, President Obama is not expected to sign the order, although he favors the idea.