Are you ready for the three most difficult conversations you’ve had in a while?
Whether it’s the details of an employee’s FMLA request or a description of a problem staffer’s activities, HR pros know solid and consistent documentation is of the utmost importance.
China’s air force has banned its officers and soldiers from drinking at lunch.
Like all people, supervisors make mistakes. If one of those mistakes gives an employee the impression of illegal bias, the company could be in serious trouble. A silver lining:
Managers and HR pros know the Internet can create a big productivity dip. But where should the line be drawn?
If a GINA complaint is filed against your company, a new rule (if passed) would require you to maintain all relevant employment and personnel records until the charge is resolved.
A school board in Georgia fired a high school principal after he violated the terms of a “last chance” letter he received in July. The principal’s last offense: He supposedly suggested a school social worker wear a dress and stilettos to a presentation.
Talk about no good deed going unpunished. An employee who’d been struggling in his job was put on a performance improvement plan — and then turned around and sued for age bias. Did the judge buy it?
Though it was only signed a few weeks ago, the Lilly Ledbetter Fair Pay Act has already caused big legal problems for some companies.
And the paper trail rolls on for HR and Benefits pros, thanks to a new rule that took effect April 3.
There’s good employee-benefit legislation, and there’s bad employee-benefit legislation. You can make the call on this one.
The National Labor Relations Board (NLRB) has taken a hacksaw to yet common employer rule – even when it’s unwritten.
It would be hard for any regulatory change to be as impactful as the passage of the Affordable Care Act. But the DOL’s impending changes to the overtime exemption rules may be exactly that.
The trouble with recordkeeping at a lot of companies: You don’t know how complete your records are until you get involved in litigation or an audit. But by then, it’s often too late to fill in any critical gaps.
Take a look at this case and decide for yourself whether or not you think this employee should’ve been demoted.
The story of a bureaucrat in Japan who was suspended and demoted for offensive surfing at work provides the public (and you lucky HR Blunders readers), an opportunity to chime in on what would constitute appropriate discipline.
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