It starts out as a simple challenge: Companies need a way to track employee attendance.
Americans with Disabilities Act (ADA)
Employers got an early Christmas present when President Obama signed a budget bill that delayed the implementation of the Affordable Care Act’s tax on high-value or “Cadillac” health plans.
If what this man says is true, employers could find themselves having to accommodate a new disability.
As someone in HR, you can appreciate an adult who wants to further their employment possibilities by going back to school to get a high school equivalency diploma. But this 33-year-old woman took that a step too far.
Here’s one we haven’t heard before: Employers subjecting applicants to “integrity testing” as part of the candidate screening process.
Do your managers know how to spot the signs of employee burnout?
Greg Nance resigned from the Nevada State Board of Education in August. Now he says he wants his job back because his wife wants him to have the prominent position.
Behold the perils of dealing with the FMLA in the Golden Age of Employment Litigation: After clearly catching its employee in the act of FMLA leave abuse, this employer still got sued.
A total of 46 states have cyber-stalking laws on the books, including penalties for harassment via text message. What’s an employer’s responsibility for monitoring text messages and acting on potentially offensive communication?
HR pros are already well aware that when a disabled employee’s FMLA leave expires, he or she may be entitled to additional leave as a reasonable accommodation under the ADA. But a new EEOC lawsuit shows that leave may be an option even when workers aren’t eligible for FMLA protections.
Here’s more disappointing proof that employees (or rather, ex-employees) will sue you for just about anything these days. The more disturbing fact: Sometimes, seemingly ridiculous lawsuits are found to have merit.
Could this company really forbid one of its employees from drinking alcohol — both on the job and off the clock?
In these uncertain times, at least one thing is sure: Employees will never run out of bizarre excuses for missing work.
No question, the feds have gotten a lot more aggressive in enforcing laws against pregnancy discrimination. And employers shouldn’t expect that business considerations will serve as a shield against prosecution.
A new study shows that treatment based on job candidates’ and employees’ weight is a common form of bias. In most states, there’s no law against that – but here’s how it can get firms in trouble.
If an employee requested equipment to improve ergonomics, how willing would your company be to supply it? In some cases a small expense now could save tons in workers’ comp benefits down the road. One horror story:
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