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Employment Law

New retaliation rules: What managers need to know

08/01/2006
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Worried About a New Hire? 7 ‘Salvage Operation’ Tips

08/01/2006
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Most Fortune 500s Now Offer Domestic-Partner Perks

08/01/2006

As of June, 253 companies in the Fortune 500 (or 51 percent) provided health insurance coverage to employees’ same-sex domestic partners, according to a Human Rights Campaign survey …

Silence talk of employee health info; loose lips sink HR

07/01/2006

You know to keep employees’ health records confidential and locked away. Yet some HR professionals and supervisors aren’t so cautious when it comes to in-house talk of health information. Use the following court case to remind supervisors about the legal dangers of such gossip …

Feds Clarify Handling of ‘No-Match’ Letters, Electronic I-9s

07/01/2006

Pay attention to a pair of new regulations released in June that aim to help you comply with the laws relating to checking new hires’ work authorization documents. The first proposed Department of Homeland Security regulation sets forth guidance on how employers should handle so-called "no-match" letters that notify employers of discrepancies with new hires’ Social Security numbers …

At job review, take notes on employee’s comments

07/01/2006

DuPont engineer Godwin Igwe filed a discrimination lawsuit, claiming the company denied him bonuses and promotions because of his national origin. But DuPont successfully defended the suit because its records showed that Igwe said he understood and accepted his demotion because of funding cuts in his department …

Heed legal limits of video monitoring in the workplace

07/01/2006

Monitoring employees with video cameras likely won’t violate employees’ privacy rights, but employers should make sure they don’t step over the line of reasonable privacy concerns. Stay in the legal zone by monitoring only public areas of the workplace, and use soundless recording …

1099s won’t instantly create independent contractors

07/01/2006

Q. We hire seasonal temps and have them sign a policy that says their employment will end at a certain date. We’re aware of the unemployment responsibilities that come with being the last employer on record. If temps are hired with 1099 status, will our company still be responsible as the last employer on record and held liable for unemployment benefits? If we use a temp agency, are we liable? –B.B., New York

Look deeper into dubious intermittent FMLA leave

07/01/2006

Q. If an employee calls off intermittently for migraine headaches, how can we verify the real reason for the leave? Can we ask for information each time the employee is absent? —J.M., Illinois

Close the sale by conveying the right message

07/01/2006
Login Email Address Password I forgot my password To continue reading this page, become an HR Specialist Premium Plus member today! Your subscription includes: Ask the Attorney: Answers to your HR legal questions Compliance Guidance: Access to 7,000 HR news articles, updated daily, sorted by state State-by-State: Summaries of HR laws in all 50 states […]