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Ohio

Standard background checks not foolproof—Try Internet, too

08/01/2007

When the Lima School District hired a new head football coach, the school conducted a standard background check, including reference checks and fingerprint screening by the FBI …
 

Back seat of the car makes a poor backup plan

08/01/2007

It’s still the safest place for small children in a car, but the back seat may not be the best place to stow your company’s backup data …

Fired worker can still receive total-Disability benefits

08/01/2007

The Ohio Supreme Court has ruled that an injured employee may continue to receive temporary total-disability benefits even if he no longer qualifies for his position …

Threat to blow whistle on banking practices not protected

08/01/2007

An employee does not gain whistle-blower protection merely by threatening that he will go to the authorities …

If disability affects performance, demotion may be in order

08/01/2007

Disabled employees are entitled to reasonable accommodations, including the elimination of nonessential functions. But what if an employee is functioning at a lower level than the job requires? …

Retain information on all recent reductions in force

08/01/2007

If your organization has gone through a series of downsizings over the last few years, be sure to keep complete and accurate records …

Instruct supervisors: Mum’s the word on discharge

08/01/2007

Nothing will sink an employer’s case faster than a manager’s careless comment …

Whistle-Blower being cut? Run termination by counsel before sending letter

08/01/2007

It pays to tread cautiously when dealing with employees who have publicly criticized their employers …

The WARN Act: When must you notify employees of layoffs?

07/01/2007

The federal Worker Adjustment and Retraining Notification (WARN) Act requires certain employers to give their employees at least 60 days notice before a plant closing or mass layoff …

Approach employee directly to discuss accommodations

07/01/2007

The ADA requires employers to make reasonable accommodations for disabled applicants and employees. And those accommodations must be based on an agreement between the disabled individual and the employer, using an “interactive process” …