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The Employer Handbook BlogFour mistakes that you and your managers make when firing employees
sailko [Public domain], via Wikimedia Commons
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A final word (for now) on the EEO-1 reports that you just love to hate
S nova [CC BY-SA 3.0], via Wikimedia Commons
Meanwhile, in France, a court ordered an employer to pay for a married man’s accidental death during sex on a business trip
Image by Wokandapix from Pixabay
I don’t know much about workers’ compensation.
Apart from a few standard provisions that I have in my employment settlement agreements, I know just enough about it to call a workers’ comp lawyer when I have an issue.
Or, like today, I know just enough that a workers’ comp decision involving a man who died during sex with a French local while on a business trip (RIP) is something that my readers want to read.
Five wage and hour goodies for your business. Trust me. This won’t be weird at all.
Image by OpenClipart-Vectors from Pixabay
You know that dream?
The one where the U.S. Department of Labor shows up on a Sunday to conduct a surprise wage-and-hour audit of your workplace, all the company payroll records have gone missing, and you’re in your underwear.
No? Oh, me neither. Continue reading
Get your damn story straight if you’re going to fire someone who just returned from medical leave.
Image by DigitalShards from Pixabay
I’ve talked a fair amount recently about retaliation claims (here and here), mostly focusing on timing as the possible link between a protected activity (such as a complaint of discrimination) and an adverse employment action (like a firing).
The plaintiffs in those cases were unsuccessful in proving retaliation. And, in the case about which I’m blogging today, the employer almost prevailed on summary judgment too.
Almost. Continue reading
They took her complaint seriously, fired her harasser, promoted her twice, and then retaliated against her?!?
Image Credit: Photofunia.com (https://photofunia.com/results/5d750cee089f7a9b358b4594)
Last week, I blogged about a situation in which two employees alleged that their former employer retaliated against them for participating in a workplace investigation. Each claimed that the close timing between the investigation and their subsequent firing confirmed that there must have been some retaliatory animus.
They were wrong.
What I have for you today is another similar situation. This time, we have an employee who complained about a supervisor’s sexual harassment. The company investigated. Then, it fired the supervisor and promoted the victim to supervisor. And then promoted her again. But, later, the company fired the victim. Continue reading
NLRB: Maybe, after all, it’s not ok for employees to call their bosses nasty motherf***ers
Yesterday, the National Labor Relations Board announced here that it wants your input — actually your lawyers will have to submit a brief — “on whether the Board should reconsider its standards for profane outbursts and offensive statements of a racial or sexual nature.” Continue reading
PODCAST: How to create a sexual harassment policy
Wolfmann [CC BY-SA 4.0], via Wikimedia Commons
This isn’t going away any time soon.
How many of you would risk the retaliation claim here? (I would)
Image by Clker-Free-Vector-Images from Pixabay
You’ve been here before.
One of your employees just complained about discrimination in the workplace. Or maybe s/he just participated in an HR investigation. A few days or weeks later, s/he violates your work rules and you have clear grounds to fire the employee.
Now you have a conundrum. Do you fire the employee and risk the retaliation claim? Or do you give the employee a pass?
Continue reading
Do you use the FLSA’s fluctuating workweek method? Do you pay bonuses too? You’ll want to read this.
By U.S. Department of Labor – Converted from EPS version available here; there are EPS and PDF versions, Public Domain, Link
Welcome to both of you. Continue reading