Practical HR Tips, News & Advice. Updated Daily.
A federal judge in Shreveport, Louisiana recently allowed a former employee’s Family and Medical Leave Act (FMLA) lawsuit alleging interference and retaliation to proceed to trial after he was terminated for an alleged attendance policy violation during his previously approved intermittent leave.
The Kentucky Court of Appeals recently upheld the termination of a nurse who unintentionally disclosed a patient’s confidential health information while she was conducting a procedure.
Question: We have an employee who works in our accounting department who will soon be returning from maternity leave. During her absence, we found a great number of errors in her work. We do not want to put her back in the same position as her errors have cost the company a significant amount of […]
The brief answer to that question is “It depends.” The legality of no-recording policies is relatively a hot-button issue that has been addressed by the National Labor Relations Board (NLRB) and the U.S. 2nd and 5th Circuit Courts of Appeal.
Turnover is always a hot topic. How can it be reduced? How can you keep top employees from leaving? What makes a good employee want to leave your organization? How can you know if someone is considering quitting?
Job fairs and expos are not dead, and many job candidates still attend job fairs more often than you might think.
Question: To what extent can I use what I find on social media, such as Facebook and Twitter, in disciplining employees?
Cross-training—having employees perform a variety of activities in different roles in different departments across the company—is often advocated within companies as a best practice for a number of reasons.
Background checks have become a fairly standard component of the hiring process. Most employers perform some form of background screening, though it varies in terms of how in-depth it is and what is covered. This can not only help the employer with decision-making but also ensure the employer uncovers potential issues.
Issuing inaccurate or incomplete itemized wage statements, also known as “pay stubs,” can result in significant liability for employers. California law requires employers to provide specific information in pay stubs and imposes significant penalties on employers that fail to follow those requirements.