‘Attendance point’ policy costs employer $1.7M
It starts out as a simple challenge: Companies need a way to track employee attendance.
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Learn MoreIt starts out as a simple challenge: Companies need a way to track employee attendance.
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.
Cell phones are extremely handy, and they can dramatically increase employee productivity. But if your employees use them after work hours, they could be a legal nightmare.
Here’s a lawsuit that’s sure to frustrate the heck out of some HR pros. But it also provides a valuable lesson: When a termination involves medical issues, take the time to gather all the facts.
Every workplace has some annoying or outdated rules, but there are some office rules that are downright ridiculous.
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.
Prepare to be alarmed by the kinds of things C-suite executives, managers and supervisors have asked their subordinates to do for them.
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.
Employees are usually expected to conform to dress codes without incentives to do so.
Could this company really forbid one of its employees from drinking alcohol — both on the job and off the clock?
Pregnancy discrimination cases don’t get much stranger than this.
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 Colorado automotive group fired a woman who had been part of a lawsuit alleging the company fostered a sexually hostile work environment. And guess what? She filed another EEOC complaint, and the company’s now looking at a $50,000 settlement.
According to a recent report, about 40% of U.S. companies enforce workplace bans on employees’ using social-media Web sites — and the number of bans is growing. Should your organization jump on the bandwagon? Or is there another choice?
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