The High Court’s decision in E.M.D. Sales v. Carrera puts to rest fears of a sharp increase in Fair Labor Standards Act misclassification cases claiming employers didn’t take enough care when making decisions about employees’ exempt or nonexempt status.
Employment lawyers say these are the 12 mistakes they spot most often when they review employee handbooks and how employers use them.
Chances are, your organization employs someone who works not just for you, but also for Uncle Sam as a member of one of the uniformed services. Their frequent absences for training or deployment can create problems for civilian employers. In some cases, employers have balked at hiring applicants who are military-connected or have other service obligations.
To stop discrimination and open civilian employment for those wanting to serve their country on a full- or part-time basis, the Uniformed Services Employment and Reemployment Rights Act became law in 1994. This training module will help you explain what USERRA requires of managers and supervisors.
Exit interviews are great tools for understanding how to reduce turnover. However, you must take care to minimize legal liability during those meetings.
The federal Fair Labor Standards Act isn’t the only wage-and-hour law employers must honor. Many states and municipalities have their own laws that are just as binding. Ignoring them can spell big trouble.
The National Labor Relations Board under the Biden administration has been widely recognized as the most pro-worker, pro-union board in decades. With President-elect Trump about to take office, that’s soon to change.
Sometimes, even the best vendors accidentally investigate the wrong person, uncovering erroneous information that leads employers to rescind a job offer. What should employers do when they discover such a mistake?
Are there legal problems with an HR associate interviewing his or her sibling for a job opening?
Having a list of references won’t do you any good if you can’t get them to open up to you about a job applicant. But if you are able to get an applicant’s former supervisor on the line, you’re halfway there.
