January 2019 Newsletter

The day has finally arrived. It’s time to announce the Worst Employer of 2018. To remind you, we had four finalists in contention for this … (dis)honor: The Murdering Manager — company owner hires two men to rough-up a handyman who was not doing his job, and they accidentally kill him.The Sexist, Racist, Xenophobic, Oh My! — plant manager calls foreign-born employees "terrorists" and women "bitches," and tells the only black...
Better to be prudent with everybody.   An article this week in Bloomberg said that men on Wall Street were getting the message about #MeToo. But the message wasn't quite what you might expect. Rather than "Avoid harassment at work," it was "Avoid women at work." Hey, wait a minute! According to the article, "No more dinners with female colleagues. Don’t sit next to them on flights. Book hotel rooms on different floors. Avoid...
Employers frequently use written warnings as part of their formal progressive discipline policies. How and when to use these warnings can sometimes be tricky. Below are answers to some frequently asked questions on written warnings and crafting compliant discipline policies. Q. What elements should an employer include in a written warning, and how detailed should written warnings be? A. Employers might want to include the following elements in a...
Q. Our company’s busy season is coming up, meaning we will be asking employees to work longer hours. Our non-exempt employees will all receive overtime pay when they work more than 40 hours in a week. Some of them will actually end up earning more per week than some exempt employees. We would like to address this by offering extra pay to our exempt employees who work extended hours during the busy season. Can we do this without converting our...
A: An employer must have one of these to avoid running afoul of discrimination laws when an employee is out on a medical leave of absence. Q: What is an open-ended leave of absence policy? Two employers recently learned this lesson the hard way, care of the Equal Employment Opportunity Commission. Family HealthCare Network will pay $1.75 million to resolve disability and pregnancy discrimination claims stemming from its use of "rigid leave...