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Employment Law

Remind employees to closely read the forms and policies they sign

09/01/2004
Make sure to clearly inform employees who take medical or disability leave at the outset about the length and terms of their leave and the consequences of failing to return to …

Take note of latest union tactic: ‘virtual’ organizing

09/01/2004
In an effort to bolster dwindling memberships, unions are taking their organizing message to the Internet, rather than your physical work site.
Latest example: One of the nation’s largest unions, …

Remodeling or building? Heed new ADA access rules

09/01/2004
Is your organization planning to build or remodel its stores, offices or facilities that serve the public? If so, review new construction guidelines published last month that explain how far you …

FMLA notice rules: Provide quick response to leave request

09/01/2004
THE LAW. Eligible employees who want to take leave covered under the Family and Medical Leave Act (Act) must give you 30-days’ advance notice when the need is foreseeable, such …

Would your harassment training pass legal muster? 5 fixes

09/01/2004
Issue: In harassment and discrimination lawsuits, courts examine whether your training is effective, frequent or formal enough. Risk: Simply having a …

Don’t rubber-stamp firings; verify supervisors’ reasons

09/01/2004
Issue: Should HR question a supervisor’s plans to fire an employee? Risk: If you take a termination report at face value, you may overlook bias by a manager. Action: …

Obtain applicant’s approval before calling previous boss

09/01/2004

Q. I’d like to contact an applicant’s former employer, but that employer wasn’t included in the applicant’s reference list. Can I call the employer anyway? —A.T., Wyoming

Investigate harassment, even if victim is hesitant

09/01/2004

Q. We’re afraid that one of our employees may have been subjected to discriminatory behavior. But she hasn’t filed a complaint. What should we do? Do we have an obligation to bring it up and investigate even if she declines? —S.P., Louisiana

Accommodate group prayer if it won’t cause ‘Hardship’

09/01/2004

Q. A group of our employees met during their break to have group prayer. A supervisor complained to our president, who instructed that we should notify employees that they can’t pray on break time. Nor can they pray during lunch unless they leave the building. Some employees are upset. Is this policy legal? —M.S., California

Ignore job applicants’ claims of ‘good health’

09/01/2004
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