This newsletter is provided to you as a valued client of our Services.

Help! I Hired a Registered Sex Offender!

As an HR Manager, you do your best to follow your company’s guidelines when making a hiring decision. Sometimes, though, new information comes to light after an employee has been with the company for a while. What if you suddenly learned one of your new hires was a registered sex offender? Would you terminate that person based on what you learned? More importantly, could you do so legally?

Read on to learn how one HR Manager handled this challenging situation.

Q: This morning Andrea, your most disgruntled employee, turned in her resignation and will be leaving in two weeks.

You are thrilled. Andrea has been a problem employee for years. In fact, over the last couple of weeks, she has been doing even less work than before and has made several disparaging remarks about the company.

You tell Andrea to pack up her things and go.

Andrea reminds you she gave a two-week notice, and she wants to work through the notice period.

How should you handle this issue?

1. Let Andrea continue to work. You are required to let her work through her notice period by law.
2. Ask Andrea if she wants to shorten her notice (and get it in writing). If she chooses not to, let Andrea know she no longer needs to report to work and that you will pay her through the notice period.
3. Get rid of Andrea – the sooner the better! No harm done since she gave her notice.

Read on to learn the best choice!

FEDERAL UPDATES
EEOC: Final Rule on the Pregnant Workers Fairness Act

EEOC New Harassment Guidance

FLSA Salary Increase for Certain Exemptions

President Biden Vetoed Overturn of NLRB’s Joint Employer Rule

STATE UPDATES

ILLINOIS
Paid Leave for All Workers Act Regulations Released – Finally!

NEW MEXICO
Prohibits Military Status Discrimination

NEW YORK
Prenatal Paid Leave Coming January 1

Copyright © 2024 ePlace Solutions, Inc., All rights reserved.

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.