Practical HR Tips, News & Advice. Updated Daily.
by Cathleen S. Yonahara In a recent case, a California employer followed a federal regulation for calculating overtime on a flat-rate bonus. An employee filed a lawsuit alleging that the calculation was improper under California law. Which side ended up prevailing?
by Susan Schoenfeld, JD 2016 has already seen updates in California leave law, specifically laws related to the use of paid sick leave for kin care and leave for child-related activities. Continue reading to get up to speed on these important new rules in the Golden State.
With so many companies struggling to fill their open positions, you have to learn how to target specific audiences. A broad effort might not be as effective as a focused one—and one of those focuses involves veterans. Today’s Advisor helps you understand what that focus might look like. Under the Vietnam Era Veterans’ Readjustment Assistance […]
No workers want to get hurt on the job, and most are trained on how to prevent injuries. But preventable injuries still occur. What can the human resources department do about that? Just communicating the importance of safety procedures and working with supervisors and management on effective ways to promote safety make a good start. […]
Many unemployed adults in the United States are confident that they will find a job in the next year—and a new study shows that they’re more than willing to learn. Investing in training programs is a great way for businesses to tap into this talent pool.
Have you seen the news lately? Is it just me, or does it feel like everyone is reporting on the Bureau of Labor Statistics (BLS) data that shows that more and more employees are quitting their jobs? The reports say that the number of voluntary terminations is at a level not seen since 2008[i]. Should […]
By Sara Anne T. Quinn, JD Under Tennessee law, a former employee isn’t eligible for unemployment benefits if she left her most recent job voluntarily without good cause connected to her work. However, the law creates an exception to that rule (known as the “medical exception”) if the employee was forced to leave because she […]
By Edward O. Sweeney, JD Many employers know that they need not keep an injured or ill employee’s job open forever if the employee is absent for an extended length of time. After all, the Family and Medical Leave Act (FMLA) only requires that covered employers afford eligible employees a mere 12 weeks of unpaid […]
This article is part of a series that compares and contrasts various aspects of the Family and Medical Leave Act (FMLA) and the Americans with Disabilities Act (ADA).
I have an employee who has been taking intermittent leave for pain and injections for a condition for over a year. He is having surgery due to the condition. Is this considered a separate event or a continuation of the prior treatments?