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Three is a Crowd – No Doubt!
This month’s “HR Stories from the Front Lines” involves three people and countless numbers of very bad decisions. What happens when two managers decide to party with their subordinates and things get way out of control? Who is to blame? Who should be disciplined, fired? Read this month’s "HR Stories from the Front Lines" and discover how one HR manager dealt with a difficult and unbelievable situation.
Stay Up to Date on the Latest Employment Legal Updates
Managing leaves can be complex, especially when multiple leave laws may apply to a situation.You have an employee that twists her ankle on the job:
Your employee has worked for you for two years as a server. She has worked a total of 1,485 hours in the last year. You have 35 employees at one location and 25 miles away you have 40 employees at another location. She is pregnant and is planning to take time off to bond with her baby. She just slipped in the kitchen and twisted her ankle. She needs to be off of her feet for 6 weeks for her ankle to heal.
How do you handle this time off?
Family Medical Leave Act – She has a serious medical condition that prevents her from working.
State Pregnancy Disability Leave – She’s pregnant and disabled so this leave must apply.
Workers’ Compensation Leave – She was hurt on the job, so it has to be designated as workers’ comp.
Americans with Disabilities Act – Since she is disabled, she would have protections under this law.
Do your managers know what to say when asked about disabled employees or employees who are the subject of a workplace investigation? Knowing what to say, and what not to say, can be the difference of whether or not your organization is sued. This month’s manager training serves as a reminder to your managers on their responsibility to maintain certain confidences.
This information is provided by ePlace Solutions, Inc. which is solely responsible for its content. ePlace Solutions, Inc. is not engaged in rendering legal or other professional services. Federal and state laws are more complex than presented here. This information is simplified for the sake of brevity and is not a substitute for legal advice. ePlace Solutions, Inc. disclaims any liability, loss or risk incurred as a consequence, directly or indirectly, of the use and application of any of the contents of this information.Opt out of receiving similar emails in the future.