One federal agency continues to take the shredder to common, and seemingly harmless, employer policies. And this time, it may have made its most head-scratching move of them all.
Surprise, surprise – the Department of Labor (DOL) continues to ratchet up its efforts to enforce wage and hour laws.
Not sure if this is good or bad news: The Equal Employment Opportunity Commission has greatly reduced its backlog of discrimination complaints.
Workplace harassment is virtually an epidemic these days — the EEOC says a third of the nearly 100,000 charges it receives annually now include a harassment allegation. But the agency’s taking steps to help both workers and managers handle the problem.
The Equal Employment Opportunity Commission’s had a busy fiscal year.
Look out: Two federal agencies have released their latest enforcement data — and boy have they been busy.
Another reason companies need to complete thorough investigations when they receive complaints about employees:
When it comes to FLSA enforcement, the notion of a more employer-friendly DOL is quite foreign to HR pros. But with the agency’s latest move, it seems like that’s exactly what it’s going for.
If your company’s ever facing a sexual harassment complaint, you’ll probably want to proceed differently than this employer did.
The federal government’s cracking down on I-9 recordkeeping, with a big nationwide audit underway and more investigations likely to come soon.
In March, the Occupational Safety and Health Administration (OSHA) issued a new Field Operations Manual for its inspectors. What’s in the manual presents a good guide to employers about what to expect during an OSHA safety inspection.
The Department of Labor (DOL) is adding firepower in its fight against companies that commit worker classification mistakes.
Now is the perfect time for a review of your I-9 compliance efforts for a number of reasons.
By now, most savvy companies know they can’t bar employees from discussing such things as salaries and working conditions. But that doesn’t mean there aren’t some companies out there that try to do it anyway.
Few companies these days can afford unproductive employees. What would happen if HR found an employee who sat in his office all day doing nothing and got paid a full-time salary?
Federal officials want to send a message about employing illegal aliens in the case of a fast food franchise that employed 56 illegal aliens at its restaurants.
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