• The HR Specialist - Print Newsletter
  • HR Specialist: Employment Law
  • The HR Weekly

Employment Law

Bad bosses: Beware quid pro quo harassment

08/26/2016
To win a quid pro quo sexual harassment case, an employee has to show that two things occurred.

Reclassifying staff? Beware 7 big pay mistakes

08/25/2016
Starting Dec. 1, the new DOL rules take effect that nearly double the salary threshold at which most salaried workers become exempt from overtime.

For better or worse, managers set the tone

08/25/2016
A Connecticut garment maker will pay $80,000 to settle an EEOC sexual harassment lawsuit.

4 steps for implementing a litigation hold

08/24/2016
Smart employers follow a regular policy of computer-file purging to keep the organization’s network free of unnecessary data. But what if your organization thinks it may be a lawsuit target?

California’s San Miguel Homes agrees to $425,000 FLSA settlement

08/22/2016
San Miguel Homes for the Elderly, an assisted-living facility in the Bay Area, has ended its militant opposition to U.S. Department of Labor Wage and Hour Division (WHD) enforcement efforts and agreed to pay $425,000 in back wages to 26 caregivers.

Palm Desert, Calif., buffet settles flat-rate pay claims for $128K

08/22/2016
The owners of Hibachi City Buffet in Palm Desert, Calif., will pay more than $128,000 in back wages and penalties following an investigation by the U.S. Department of Labor’s Wage and Hour Division.

Nickle-and-diming plaintiff? Prepare to pay yourself

08/22/2016
If you pester an employee who is suing you with expensive pretrial tactics, you may wind up on the hook for his legal bills.

$1.5 million harassment cost for Madera, Calif., company

08/22/2016
One of the nation’s largest dried fruit processors, Z Foods in Madera, Calif., has agreed to pay $1,470,000 to settle sexual harassment and retaliation charges leveled in an EEOC lawsuit.

Ensure lawyer knows about arbitration clause

08/22/2016
If you use an arbitration clause to cut down on expensive litigation, make sure your attorneys know as soon as an employee sues. Otherwise, you may end up waiving your right to compel arbitration.

The right way to collect proof of FMLA need

08/22/2016
To help you decide whether an illness or injury rises to the level of a serious condition that triggers the need for FMLA leave, you can require employees to provide FMLA medical certification. But what happens if employees use that initial FMLA certification to take intermittent leave in a suspicious pattern?