Will health care reform cure your COBRA headaches?
It’s no secret Obamacare hasn’t been well received by HR professionals. On the whole, they feel it adds unnecessary complexity and costs. But there may be a silver lining to the law.
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Learn MoreIt’s no secret Obamacare hasn’t been well received by HR professionals. On the whole, they feel it adds unnecessary complexity and costs. But there may be a silver lining to the law.
You’ve got to be pretty tough to be the lone female roustabout on an oil field construction crew. But apparently there’s a limit to how much you have to endure.
Is subjecting workers who steal from your company to humiliation in lieu of pressing charges a reasonable action to take? Not according to the mother of this deceased Target employee.
In an attempt to protect himself and his co-workers, a man slugged a customer. As a result, he was fired. While this certainly doesn’t seem fair, was it legal?
Yes, employers can — and should — enforce drug policies that prohibit employees from working under the influence of drugs that impact performance and safety, even if the substances are legally prescribed prescription drugs. However, there is another caveat to even the most black-and-white policies employers must keep in mind.
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.
The Supreme Court has broadened the way employees can file class action suits to settle wage-and-hour disputes.
We live in a litigious world, and nowhere is that truer than in the workplace. Especially since the #MeToo era began, workplace investigations have come under increased scrutiny.
Is a smoking ban on company grounds really an effective tactic? And is it worth the employee backlash?
Every company loses top performers once in a while. Smart companies figure out how to bring them back.
Social media — and all its HR headaches — is here to stay. But there’s a bigger problem than that: The legal system is awash with conflicting case law on what your people can and can’t do on the Internet.
Need a new way to get managers to understand the stakes involved in following Family and Medical Leave Act rules? Try this: If they screw up the FMLA process, they can be held personally liable.
It’s getting harder to fire workers — at least legally — these days. Here’s the latest example:
A recent court decision confirms that employers can, indeed, use their absence notification procedures and certification requirements to help keep FMLA leave requests under control.
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