Do your managers know how to avoid pregnancy discrimination claims? Studies show most supervisors could use a refresher.
A federal court has ruled that a city did not violate the Constitutional rights of an employee who received a verbal reprimand for having an affair.
Recruitment ads have always made certain promises: Great pay, good benefits, collegial work atmosphere, etc. Imagine the disappointment of some immigrant workers who thought their new jobs came with U.S. citizenship when that wasn’t the case.
Consider yourself lucky: At least none of your managers have ever been accused of causing a male employee to start wearing women’s clothes.
The situation: One employee “goes off” on another, and maybe even gets physically abusive or engages in harassment. You call in the offender, and he says, “I have a documented mental disability that causes me to behave that way.”
In this Internet age, there’s a lot more concern about employees’ access to sensitive company electronic records. But something as old-fashioned as making sure someone with access to cash turns it over every day can still be problematic.
If a manager makes a mistake that could give the appearance of bias, it’s usually up to HR to correct it and clean up the mess. But as a recent case shows, even that might not be enough to keep the company out of court.
Sometimes, figuring out FMLA eligibility is pretty cut-and-dry. But that doesn’t mean employers and employees never disagree on who can take leave. Here’s one example of a dispute about what hours should be included.
Hardly anyone can be certain about complying with all the provisions of the Fair Labor Standards Act relating to overtime and white-collar exemptions. But you can adopt good policies that protect your company from penalties if someone does make a compliance blunder.