FRD stands for "family-responsibility discrimination." It doesn't represent a new kind of discrimination law, but it does encompass the growing number of cases that deal with issues involving employees' family responsibilities such as child-rearing, pregnancy, breast-feeding, sick children and paternity.
A working foreman just put in another 10-hour day without a lunch break. That makes it a 50-hour workweek for him. But he's well compensated, and he's on salary.
The U.S. House of Representatives recently passed a revised version of the National Defense Authorization Act, which was intended to address concerns over litigation surrounding the war.
Wage-and-salary policies and procedures must be continually checked and, if need be, updated to ensure your company is in compliance with the law.
- Welcome to the Team! Formal Programs That Orient New Employees to the Workplace Pay Dividends in Productivity and Retention3.3.08
A recent study of human resources professionals showed that while employers generally use structured selection processes to help them avoid hiring mistakes, nearly half of them don't have an existing infrastructure for orienting employees once they're part of the team.
Many employers desire staffing procedures that simultaneously identify high-quality candidates and help them acquire a diverse workforce. Hiring high-quality candidates is essential for maximizing individual job performance and economic utility.
Employers should consider their employee handbook as a management communication tool, not as merely a document for strict legal compliance. As such, the handbook should positively reflect the values of upper management and create an employee friendly environment.
To paraphrase an old adage, ignorance of blog law is no excuse. Blogs are booming. employees are now using these Internet diaries to broadcast information and opinions worldwide. Inevitably, some of those employees will post hostile, false or confidential information about their employers and fellow employees.
Can a so-called "love contract" between an executive and a peer or subordinate employee who willingly enter into a romantic relationship save an employer from liability for harassment and retaliation claims, disastrous adverse publicity, untold workplace disruption, and attorneys' fees?
- Top 8 Employer Do's and Don'ts for 2008: Why Discussing Politics in the Workplace is Just, Well, Bad Politics2.7.08
The diversity of the candidates and emotion behind many of the issues up for vote makes this election particularly sensitive in the workplace. This creates a highly-charged environment in which discussions that may be mistaken for free speech under the First Amendment can actually open up a Pandora's box of legal concerns.
Many, if not most, of today's young adult job seekers have established personal pages on sites such as Facebook, MySpace, Xanga and LinkedIn. Seemingly without qualms, they make information about themselves available to anyone who surfs the Web.
When an employee is fired, employers often worry the termination decision will end up under the microscope of litigation. Instead of having an employment dispute resolved in court, employers should consider adopting an arbitration policy that substitutes an arbitration hearing for a courtroom trial.
Theft of employee data can result in embarrassment, loss of employee morale and substantial expense for an employer. New laws and regulations are changing the way companies must safeguard personnel and other confidential HR files and information.
Employment law is fickle, affected by election-year politics, new legislation, court decisions, societal trends, the state of the economy, and media and cultural events. Nevertheless, I'm willing to take a crack at an employment law forecast for 2008.
A flurry of articles followed the Occupational Safety and Health Administration's (OSHA) Nov. 17, 2007, release of the long awaited final rule on payment for employee personal protective equipment (PPE).
The repercussions of making poor hiring decisions go beyond tarnishing a company's name - the wrong employee in a job can decrease productivity and company morale, leaving fellow employees to wonder why they're required to pull more than their fair share of the weight. It becomes a cancer that spreads throughout the organization.
For many employers, the question is not if they will face a discrimination suit, but when. Not everyone is resigned to meritless lawsuits as an inevitable price of conducting business.
Most Texas employers have historically been "nonunion." However, that may soon change as a "perfect storm" of economic and political forces seem poised to align.
Companies that offer deferred compensation plans and arrangements have gotten a temporary breather in complying with a Dec. 31 deadline that required them to comply in writing with the Internal Revenue code's final Section 409A regulations.
Finding that a supervisor's comments about an employee's age were admissible circumstantial evidence, and that his employer's reduction in force plan was not a "plan" at all, an appeals court has reinstated the claim of a 57 year old employee, who had been let go in a RIF that affected over 90 employees. Blair v. Henry Filters, Inc.
Hardly a day goes by without several news stories about the country's "immigration problem" and the latest proposed legislative solution to the problem.
Some employers believe if workers stay an hour late, come to work 30 minutes early or help clean out the office on weekends, they don't have to be paid for that time. Some employers think it's OK to provide comp time to workers instead of paying them for overtime.
- How to Create Effective and Enforceable Restrictive Covenant Agreements10.9.07
The breadwinners of the biggest companies leave at alarming rates when a new CEO is placed from the outside, according to a recent issue of Harvard Business Review. Not surprisingly, executives closest to the CEO carry the most potentially damaging knowledge about the company.
Activities not involving significant exertion, such as donning and doffing protective gear, still can be compensable work under the federal Fair Labor Standards Act, according to the 3rd U.S. Circuit Court of Appeals.
As labor unions struggle to reverse a trend of declining membership, several have identified the health care industry as an inviting target.
The October 3, 2007 issue of Employment Law360 featured a Q&A with Philadelphia attorney Christopher Stief. The interview focused on the Employee Defections and Trade Secrets practice group headed by Chris.