Do you have a policy requiring injured workers to be 100% healed before they can return to work? Then get ready to write a big check, either for court-ordered damages or—if your lawyer is smart—to settle a lawsuit before it reaches the courtroom.
Do you have a policy requiring injured workers to be 100% healed before they can return to work? Then get ready to write a big check, either for court-ordered damages or—if your lawyer is smart—to settle a lawsuit before it reaches the courtroom.
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Employers who keep detailed personnel records that include objective, fact-driven performance reviews often win discrimination lawsuits soon after the employee sues. Judges hold no desire to become your organization’s HR department and appreciate it when employers have the documentation that backs up their decisions.
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The U.S. Department of Labor has updated its guidance on OSHA penalty and debt-collection procedures to minimize the burden on small businesses and increase prompt hazard abatement.
Are there recommended strategies or scripts for re-educating employees with open FMLA intermittent leave cases on their responsibilities, especially around call-in procedures and usage restrictions?
The Trump administration has begun a big push to deport as many individuals without the legal right to work in the United States as possible. The effort includes raiding businesses with a high proportion of workers with Hispanic origins.
The Department of Labor has identified over 60 regulations for elimination, part of President Trump’s executive order “Unleashing Prosperity Through Deregulation.”
If an employee’s FMLA certification form is incomplete or vague, you don’t have to accept it; you can deny FMLA leave.
Employees are protected from retaliation for reporting discrimination or complaining about other Title VII violations. That’s true even if the employee doesn’t specifically state what kind of discrimination she’s charging, if she has generally been complaining about it over some time.