Heads up: A recent federal appeals court ruling could make it easier for employees to win FMLA retaliation lawsuits.
HRIS (Human Resource Information Systems)
If someone claiming to be from the government calls and asks you to participate in a survey, one red flag will signal it’s a hoax.
You’ve heard all the grumbling about how how many employees are ready to look for new jobs. But just how likely is your company to see a parade out the door?
At this point, even the HR pros enjoying their summer vacations have heard about the Supreme Court ruling on the Affordable Care Act’s contraceptive coverage mandate. But just what does this ruling mean for employers?
What do these three things have in common: Religion, politics and matters of the heart?
We occasionally report workplace behavior that’s so odd that it sounds made up. Except it’s not. Today’s story: The company president who got sued for pulling down a worker’s pants.
Wouldn’t logic dictate that a medical care facility would understand the rules around managing employees with chronic health issues (read: disabilities)? Then explain this recent EEOC settlement.
Periodically, we present a real-life workplace problem and ask three HR managers to provide a solution. This week’s problem: A good employee is out of leave, including FMLA, but needs a medical absence.
Periodically, we ask three managers how they’d handle a difficult situation at work. Today’s problem: A top performer appears to have “gamed” the company’s FMLA leave system.
Pay reductions, exempt v. non-exempt employees, independent contractors — all those issues have created a legal minefield for employers. And more people are waiting for you to take one wrong step.
Most people let a curse — or, in some instances, many curses — fly at work on occasion. Usually it isn’t a problem. Here’s an instance where it could be.
It’s that time of year again. And while it’s hard to think of the office fantasy football league as a benefit – it could be a big one. Now before you shake your head in disagreement, hear us out.
Another example of just how broadly the feds are interpreting employers’ religious accommodation responsibilities: A Kentucky company will pay compensatory damages to a woman who was turned down for a job after she said wearing trousers would violate her Christian beliefs.
There are three phrases you and your managers must be careful NOT to say to employees who walk off the job complaining about pay or scheduling.
It’s the gifting season, and that means everybody’s got to wrestle with the question of whether or not to give superiors and co-workers a holiday present. But what’s appropriate and what’s not? Guest poster Brian Wilkins offers some guidance to help navigate these tricky waters. Almost half of us plan to give a holiday gift to […]
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