Avoid the temptation to lure star applicants by painting an overly rosy financial picture of the organization or making misleading statements about job security. One faulty promise could lead to a fraud lawsuit …
Issue: The federal Health Insurance Portability and Accountability Act (HIPAA) places new privacy requirements on employers. Risk: Smaller businesses must start complying in April. Fines range from $100 per violation …
Issue: How to avoid the often-overlooked liabilities of using interns in your workplace. Risk: Courts view interns the same as employees, as “agents” of your organization. Plus, you face extra …
If your organization’s execs grumble about not wanting to pay a promised severance package, point them to this case: A company president refused to fully honor Donald Chisholm’s severance package as …
Spread the word that nonexempt employees’ breaks and meal times should be used for those purposes, not for work. And put the policy in writing. That may force you to juggle …
Last-chance agreements are signed pacts between employers and employees that provide workers accused of serious misconduct one last chance to shape up. They’re common in cases involving alcohol abuse, drug abuse …
A company president refused to fully honor employee Donald Chisholm’s severance agreement, even though it was clearly spelled out in Chisholm’s employment contract. So Chisholm sued for breach of contract and …
A female supervisor repeatedly complimented a female customer service rep on her choice of jewelry, clothing and hairstyle. The rep sued, alleging the constant comments were harassing and constituted a hostile …
Unfortunately, the Americans with Disabilities Act (ADA) doesn’t come with a laundry list of conditions that qualify as disabilities. So what about attention deficit disorder (ADD) or attention deficit hyperactivity disorder …
The Supreme Court last month handed employers more power to set and enforce policies that deny rehiring to employees fired for misconduct. The court said such “no-rehire” policies are valid reasons …