|Aug. 24, 2019 | www.fisherphillips.com|
If you could have any super power, what would it be? Many would ask for perfect timing, because timing is everything. An individual with great timing would be hilarious, an amazing investor, great at any timing-based sports, always in place at the right time, and never wasteful of the one thing we cannot get more of—time.
As a manager, you’re trained to identify discrimination and harassment when you see it. You see it when a manager in another department isn’t being fair to subordinates of another race. You’re familiar with your obligations when you find out that two of your top salespeople are dating. You know that your company’s policies prohibit delivery vendors from harassing your office manager. But what happens when the threat comes from inside? What about when your own subordinates don’t respect you because of gender bias?
Under the Occupational Safety and Health Act of 1970 (OSH Act), employers have a right to be given the opportunity to accompany an OSHA compliance safety and health officer (CSHO) during an inspection of the workplace. In most cases, there is no issue with compliance: when a CSHO shows up to conduct an inspection and presents their credentials to the employer, the employer knows that OSHA intends to conduct an inspection and has an opportunity to guide the walk-around.
Many companies, especially those in the technology industry, have created buzz over the last few years by offering employees “unlimited” paid time off (PTO). Traditionally, an employee’s time off has been separated into vacation and sick days, designated when the time is taken off work. In these scenarios, an employee may only take the number of vacation days allotted to that individual and, unlike paid sick leave, unused vacation at termination is paid out to the employee. Some companies provide PTO for “illness and wellness,” and a set number of PTO days are provided for use at the employee’s discretion.
It’s hard to keep up with all the recent changes to labor and employment law. While the law always seems to evolve at a rapid pace, there have been an unprecedented number of changes for the past few years—and this past month was no exception.