What do you do when your employee comes to you requesting a change in hours because a sleep condition makes it difficult for them to get up early? Or when an employee needs to take time off during business hours for medical appointments on a continuous basis? How do you handle situations where your employee […]
Helping Employees Re-enter the Workforce After Treatment for Psychological Issues
Psychological disorders are a very real health dilemma in the workplace; and issues like depression are much more prevalent than you may think. It can be easier for an employee to share that they have a serious physical illness with their employer than it is to disclose that they may have a mental health issue. […]
Quick Tips on Hiring and Training the Right People The First Time
As a hiring manager, you already know that finding and hiring the right person for your job opening is critical to your success and the prosperity of your business. You also know that the role of supervisor is by no means easy and that the road can be a bumpy one once you have your […]
No Updates on the Fair Pay Overtime Initiative and White Collar Exemptions Overtime Mandate
Last March, President Obama mandated that the Department of Labor (DOL) update the Fair Labor Standards Act (FLSA) “white collar” exemptions which will eventually result in overtime eligibility for some salaried employees formerly considered exempt from overtime eligibility. The changes in the FLSA “white collar” exemption rules will significantly affect employers as millions of employees […]
Harassment and Discrimination in a Small Workplace: What Happens if the Business Owner is Involved in Harassment Allegation?
Luckily, the owners and leaders of many smaller workplaces are able to claim that employee relations are great and that employment law really does not concern them. In many cases, those owners and leaders are correct. However, when a claim of harassment or discrimination occurs in a smaller workplace, those workplaces tend to be woefully […]
Employee Handbook Policies May Infringe on the National Labor Relations Act
Standard language found in many employee handbooks include references to the company’s position on employment at will, or policies limiting how employees can use company property. Some handbooks include mandates alerting employees not to discuss their salaries with colleagues. It is language that may be considered an ‘unfair labor practice’ based on an interpretation of […]
Report Highlights How To Identify and Manage Workplace Bullying
Workplace bullying. A distasteful phrase that has become part of the lexicon of our society. Bullying, as we now understand, is not only limited to school kids on the playground. It’s actually a form of harassment that far too many working adults experience on a day-to-day basis. There seems to be a renewed sense of urgency […]
8 Reasons Why Your Business Should Run a Background Check on Every Employee
It used to be that an application, a resume, and a simple job interview were enough for most employers to know whether or not they wanted to hire somebody. These days though, with a growing number of horror stories involving dangerous criminals working in retail stores or rapists working in schools, more and more hiring […]
Incorporating E-Cigarettes Into Your Workplace Smoking Policies
With the raised consciousness over the last several years about the health affects of second hand smoke, including lung cancer and cardiovascular disease, many companies, particularly in the U.S. have instituted smoking bans or designated smoking areas in the workplace. Enter the electronic cigarette; battery-charged tobacco cigarette look-a-likes designed to be used as a replacement […]
Appeals Court Favors Employer: Employee Should Have Clearly Stated FMLA Request
The Eleventh Circuit Court of Appeals confirmed in the appeals case of Patrick Hurley v. Kent of Naples, Inc. that in order to be protected by the Family and Medical Leave Act (FMLA), an employee must clearly request time away from work for an FMLA-qualifying leave. The Case Patrick Hurley, the plaintiff, indicated that he […]
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