Employment Law

Prepare to justify why your hire beat rest of applicants

06/01/2007

Do you routinely receive many applications from people who are clearly well-qualified for open positions? If so, how can you safely narrow the field to only the most qualified? The larger the applicant pool, the more likely it is someone will sue for discrimination …

Don’t be caught by surprise: Spell out harassment policy

06/01/2007

Your anti-discrimination and harassment policy won’t help much if employees don’t know it exists or how to make complaints. If they suffer in silence, the first you’ll know about harassment may be when you receive an EEOC or a New Jersey Division of Civil Rights complaint …

Double-Check race and sex mix of promoted work force

06/01/2007

It seems counterintuitive: Managers and supervisors must be colorblind when selecting employees, yet HR absolutely should track the racial and other characteristics of those who are promoted …

Stick to objective standards to avoid needless litigation

06/01/2007

If your organization is like most, you want to promote from within to build morale and reward hard work. How you handle those promotions can spell the difference between a harmonious and productive workplace and a discordant one, rife with jealousy and resentment …

Quickly correct payroll deduction errors to avoid gross-Negligence suits

06/01/2007

Nothing upsets employees more than opening their pay envelopes and discovering their checks are for less money than they expected. But errors do happen. When they do, it’s important to act quickly to fix the problem …

When religion may prevent dress code compliance, check further before discipline

06/01/2007

Employers can establish reasonable dress code requirements, including grooming standards. However, it’s not an absolute right … If an employee cites religious reasons for not complying with the dress code, look further. Don’t automatically discipline …

Employment Law

Prepare to justify why your hire beat rest of applicants

Don’t be caught by surprise: Spell out harassment policy

Double-Check race and sex mix of promoted work force

Stick to objective standards to avoid needless litigation

Quickly correct payroll deduction errors to avoid gross-Negligence suits

When religion may prevent dress code compliance, check further before discipline

Grappling With the ‘Uncharted Territory’ of N.J. Civil-Union Law

Big verdict for shallow pockets: Passaic workers to pay $2.6 million

Classic case of age discrimination costs Lucent $195,000

N.J. working women earn petite paychecks

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