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Employment Law

More reason to stop harassment: Even ‘resignees’ can sue

07/01/2004
Issue: Whether employees who resign have the same right to file harassment lawsuits as those who are fired. Risk/benefit: A new Supreme Court ruling says “Yes,” quitters can sue. But …

Don’t pay for rest breaks beyond 20 minutes

07/01/2004

Q. Is it mandatory for a nonexempt employee to take at least a 20-minute meal break after working a certain number of hours? —M.M., Illinois

Choose bonus pay method and stick with it

07/01/2004

Q. Our company pays monthly bonuses to hourly employees based on the previous month’s performance. When calculating overtime, should the bonus pay be included only for the weekly payroll that contains those bonuses, or does it change the overtime rate for other weekly pay periods, as well? —A.A., Tennessee

Beware of disability-rights law during job interviews

07/01/2004
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What’s the cost of a chair? A lot less than a lawsuit

07/01/2004
Issue: Minor squabbles between employees and supervisors escalating into illegal “discipline.” Risk: If left unchecked, they can escalate, resulting in discrimination or retaliation claims. Action: Use the following case …

Use severance as a hiring tool; more applicants ask

07/01/2004
Issue: Survivors of recent layoffs are asking about severance plans before signing on. Benefit: More than ever, a good severance plan can help lure the best candidates. Action: Trumpet …

New OT rules: countdown to compliance

06/01/2004
The long wait is over. Now it’s time for you to act.
More than a year after proposing changes to the rules that define which employees are eligible for overtime …

Passing the ‘duties test’: new exemption definitions

06/01/2004
Under the new overtime rules, white-collar employees who earn less than $455 per week ($23,660 annually) are automatically eligible for overtime. Those who earn more than $100,000 and perform just one …

Preserve at-will rights by ditching your employee probation period

06/01/2004
If your employee handbook or job-offer letters say new hires will face a 60- or 90-day probation period, you should consider dropping that policy or, at the very least, referring to …

Don’t write wishy-washy policies that make it hard for staff to comply

06/01/2004
Your employment policies should never leave employees guessing about how they must comply.
That’s why it’s vital to use concrete terms in your
policies that discuss employee behaviors and …