A December 23 statement from the NLRB says it “has determined that postponing the effective date of the rule would facilitate the resolution of the legal challenges that have been filed with respect to the rule.”
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Consulting with HR before any termination should be an absolute. And not just to help with the firing itself; HR needs to be involved long before that. What sorts of things can go wrong when HR’s not involved in the decision to terminate?
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Many employers believe that random wage and hour audits by the DOL create the only exposure to potential penalties. However, more audits come as a result of a disgruntled employee, something the manager is responsible for.
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Business leaders invest a lot in their organization, and expect to see a tangible return on their investments. But as organizations search for opportunities to maximize the ROI of their workforce, they one process is often overlooked: onboarding.
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Supervisors and managers must respond proactively to possible unlawful discrimination, harassment or retaliation or other inappropriate conduct, even in the absence of a complaint.
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Most employers recognize that there are times when employees have legitimate reasons to miss work, be tardy, or leave early. Unfortunately, it’s not uncommon to suspect an employee’s stated reason for an absence or a recurring absence) is a lie.
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The National Labor Relations Board (NLRB) has released the newly mandated poster it says is necessary to inform employees of their rights under the National Labor Relations Act (NLRA).
The new poster points out employee rights as well as prohibitions on employers. The poster also tells employees how to contact the NLRB if they believe their rights have been violated. It also informs workers that they may inquire about possible violations without their employer or anyone else being informed of the inquiry.
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While healthcare reform has been relatively quiet this year, the media and political scene has not, leaving your employees with more questions than answers. And, most employers are looking farther ahead, toward excise taxes, state exchanges and even higher incentives for wellness plan participation. Whether you’re focused on a single aspect of your program or the whole thing, the forces driving change are broader than they’ve ever been.
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As an HR professional, you no doubt encounter foot-dragging, complaints, and many other bad reactions from managers who don’t want to complete job descriptions for new positions—much less review and update their existing descriptions.
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The ADA Amendments Act of 2008 (ADAAA) required the Equal Employment Opportunity Commission (EEOC) to amend itsADAregulations. The final regulations were just published on March 25, 2011, and are effective May 24, 2011. There is no doubt that the Act and final regulations offer protection to a much broader group of individuals which employers may not have previously considered to be disabled. Employers need to be more alert than ever about whether an employee’s work restrictions, off-hand or other indirect comments trigger the ADAAA and should also become familiar with which conditions are now considered disabilities for which an accommodation may need to be provided.
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