HR Consulting – Do Well By Doing It Right
Ever wonder if you should “friend” your co-workers and supervisors on Facebook? Read this case to see how one woman who did was eventually terminated for a discrepancy between her Family and Medical Leave Act (FMLA) leave and her Facebook
Was Vincent Staub discriminated against because of his military obligations and was his termination justified? This case was eventually reviewed by the Supreme Court. How would you rule given the facts below? Staub vs. Proctor Hospital, No. 09-400 Vincent Staub,
Was she discriminated against, or was her termination for wrongfully contacting a judge’s chambers during a court hearing justified? The court has yet to rule on this lawsuit, as it has not gone to trial yet. How would you rule
The Equal Employment Opportunity Commission (EEOC) logged nearly 100,000 individual charges against employers in 2011 — 28.5% were charges based on sex. Even more eye-opening is that a high percentage of charges were for retaliation — 37.4%. Often employers can
Wondering how to classify a position or two, or three? You’re not alone. Overtime costs are prohibitive for most employers, but they must pay OT wages to non-exempt employees. It’s the law. So, let’s just make all of our employees
Employers need assistance in managing all the issues that arise when employees with health problems are absent from work frequently or for extended periods of time. These are some of the more common questions that employers have regarding the issue
HR Advocate Joan Canning tells employers what’s new with the Affordable Care Act of 2012 including details on women’s preventative health care with no cost-sharing and the W-2 requirement that is applicable to companies with more than 250 employees. The
HR Advocate Joan Canning shared a lively panel discussion last month on Social Media and Reputation Management at Thread Marketing Group in Maumee. The three-person panel and audience talked about Facebook, social media monitoring and recent NLRB rulings on social
Update: The National Labor Relations Board postponed the effective date of its rights posting rule to April 30 after a suggestion from a U.S. District Court judge for the D.C. Circuit. The National Labor Relations Board (NLRB) had originally postponed
Harassment by managers, co-workers, or others in the workplace, because of race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information is illegal. However, take one quick trip to the Equal Employment Opportunity Commission’s