Who, What, Why . . .
Who does it apply to: The law applies to all employers with 15 or more employees.
What is the issue: It is against the law to discriminate against an employee or a prospective employee based on a disability the person has, or that you view them as having (even
The EEOC is back at it! This time it has targeted corporate wellness programs and is challenging the legality of such programs under the ADA. The EEOC contends that the biometric testing and health risk assessments are “disability-related inquiries and medical examinations” that are not job-related and consistent with business necessity and, therefore, violate Title
Remember that cruise ship that sank off the coast of Italy last year? Remember the bumbling captain that ran the ship aground, cost the lives of 32 people, and abandoned the ship before his passengers? His name is Francesco Schettino and the cruise line he worked for let him go immediately after the incident. He
Who, What, Why . . .
Who does it apply to: All employers, whether subscribers to workers’ compensation insurance or not.
What is the issue: Employees of businesses that make workers’ compensation claims sometimes engender the aggravation of their employer. Employers think the employee is faking injury, milking the claim, or simply preventing the employer
Who, What, Why . . .
Who does it apply to: Every employer, but especially those subject to discrimination laws or who have employees classified as exempt from overtime.
Why should I have any: If done right, a job description can help avoid discrimination claims, make job listings and interviews a snap, provide the analysis
Compensation Cafe offered up a “Beginner’s Guide to Job Descriptions” a few days ago. Aimed at department managers, the post does a fair job of discussing the mechanics of writing a job description. At the end though, the post defers to the HR department to add in any finishing touches. So what happens if you