Supervisors and HR professionals must avoid stereotyping employees who have medical problems and never make assumptions about workers’ abilities to perform the job. Making uninformed comments about physical ailments is a quick way to land in court …
As if life in HR weren’t hard enough, a federal court has clarified when you may be held individually liable for mistakes in administering anti-discrimination and benefit laws …
In a unionized workplace, it can be tricky when an arbitrator—while interpreting a collective-bargaining agreement with the union—second-guesses the employer’s decisions …
If you punished two employees for the same misdeed but only one asked you to reverse the decision, consider the legal ramifications first. If you grant “amnesty” to one employee but not the other, you could trigger a discrimination lawsuit …
Employees can sue for discrimination if you illegally figure their race, sex, age, religion, disability or pregnancy status into their termination. That’s true even if an employee is a part-timer who works only a few hours on an as-needed basis …
If you’re part of a new management team bent on improving overall performance, don’t let lawsuit fears keep you from imposing higher standards on inherited staff …
If your organization pays someone a small amount to perform extra tasks around your workplace, are they technically “employees”? Maybe … and that means you may be on the hook for workers’ compensation benefits if the person is hurt on the premises …
Employers can cut their workers’ comp costs by having injured employees return to work as soon as possible. That may mean offering them light-duty positions if they’re not ready to resume more demanding jobs. But what happens if an employee rejects your light-duty offer? …
Geneva College in Beaver Falls recently filed a lawsuit against federal and state labor officials after it was asked to strike a Christianity requirement from help-wanted ads before posting them on Team Pennsylvania CareerLink …
