It 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.
Anyone in HR who has written a help wanted ad or a policy document knows how to make them gender neutral. You’d never use “men” or a masculine pronoun.
Greg Nance resigned from the Nevada State Board of Education in August. Now he says he wants his job back because his wife wants him to have the prominent position.
Every workplace has some annoying or outdated rules, but there are some office rules that are downright ridiculous.
Imagine being sued by an employee who claims she was sexually harassed, but she never bothered to report it to anyone. Your company won’t be held liable, right? Well, you’ve got to pass a three-pronged test first, according to the 4th Circuit Court of Appeals.
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.
Ah, the holidays. Time for good cheer, love of family and friends, warm memories — and the potential for some nasty legal hassles for HR.
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.
Here’s a recent case that shows the importance of interview documentation.
Employees are usually expected to conform to dress codes without incentives to do so.
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