Connection failed: SQLSTATE[HY000] [2002] No such file or directory

Florida

Brawling in the workplace? Investigate and discipline promptly

07/01/2007

While you probably have rules in place that dictate civil behavior in your workplace, you may not have a clear plan for dealing with the aftermath of an actual violent confrontation. You should …

Tell managers: Don’t require employees to speak English

07/01/2007

Warn managers and supervisors: It’s dangerous to demand that employees speak English at work! The EEOC sees restrictive English-only policies as possible national origin discrimination. What’s more, the National Labor Relations Board views such policies as possible unfair labor practices if the restriction limits the ability of employees to discuss work conditions …

‘Spiffs’ don’t count when establishing overtime exemption

07/01/2007

If you have an incentive system in which employees who sell a particular item get an additional set payment—commonly called a “spiff”—on top of other payments for selling the item, you can’t count the spiff as part of the commission …

Business as usual still the rule after employee complains

07/01/2007

Has an employee filed an EEOC discrimination complaint? If so, you should know that his or her attorney has probably encouraged that employee to look for any sign of retaliation—like a lowered performance evaluation, a demotion or closer scrutiny. Often, attorneys want to bolster their clients’ claims with tales of retribution. That doesn’t mean you should change the way you treat the employee …

You don’t necessarily have to pay for pre-Work activities

07/01/2007

Employers have struggled to figure out exactly when they must pay employees for pre-work activities ever since the U. S. Supreme Court decided that the Fair Labor Standards Act requires paying workers for the time they spend putting on protective clothing. It’s not enough to say that the time must be of benefit to the employer …

To be safe, always double-Check supervisor’s allegations

07/01/2007

When it comes to discharging an employee, be careful not to simply accept a supervisor’s opinion of the employee’s performance. If the supervisor is effectively hiding an underlying problem with persons belonging to a protected class and you don’t check for yourself whether the employee deserves to lose the job, you may end up costing the company money …

Injured worker? Proceed with unemployment case

07/01/2007

An employee who is injured at work is generally eligible for workers’ compensation benefits. But if you know the employee has engaged in misconduct that would make him or her ineligible for unemployment compensation, you can discharge the employee anyway and avoid paying both kinds of benefits …

Florida

Brawling in the workplace? Investigate and discipline promptly

Tell managers: Don’t require employees to speak English

‘Spiffs’ don’t count when establishing overtime exemption

Business as usual still the rule after employee complains

You don’t necessarily have to pay for pre-Work activities

To be safe, always double-Check supervisor’s allegations

Injured worker? Proceed with unemployment case

No double recovery under federal and state law

No, I’m not God; I just play him on the PA

Woman claims she lost job because of AIDS, seeks over $1 million

Tools

Advice by State

Advice by Topic