One in six workers surveyed recently by the National Opinion Research Center at the University of Chicago say they or a family member had been fired, suspended, punished or threatened by an employer for taking sick time.
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?
The IRS has never looked kindly on tax-withholding errors in benefit plans – even accidental ones.
Every company loses top performers once in a while. Smart companies figure out how to bring them back.
Here are some examples of employers’ policies you can read when you’re deciding what, if anything, to include in a policy about employees’ use of Facebook, Twitter and blogs.
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.
Some holiday cheer from the federal courts: Two recent decisions that reassure employers they can, indeed, deal harshly with staffers who do outrageous things — even if the workers fall into a so-called “protected class.”
It’s getting harder to fire workers — at least legally — these days. Here’s the latest example:
Preventing workers from accessing social media on the job is only getting harder.
Ever have trouble policing your company’s T&E policy? You ain’t seen nothin’ until you look at what federal workers used government-issued credit cards for.
Not only are Millennials OK with dating in the workplace, they have no qualms about dating a superior and telling people about it.
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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