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

Employment Law

Feds dig for dirt on SoCal landscaper pay compliance

08/21/2012
The U.S. Department of Labor’s Wage and Hour Division is targeting Southern California’s landscape industry, looking for contractors and subcontractors that pay workers less than minimum wage.

Poor economy dictates downsizing? You can fire employee who takes pregnancy leave

08/21/2012
Employers experiencing economic difficulties can cut positions if need be and not worry that it cost the job of an employee who was out on maternity leave. But beware! If the decision to cut the employee was based on her having taken leave, she can sue.

Don’t bury arbitration agreement in handbook

08/21/2012
The Court of Appeal of California has ruled that an arbitration agreement hidden deep in the recesses of an employee handbook can’t be en­­forced. The provision didn’t stand out, didn’t require a signature and could be changed by the employer at any time. The court said that rendered it unconscionable.

ADA doesn’t require commute-friendly transfer

08/21/2012
Disabled employees may ask for a transfer to a job closer to home to ease a difficult commute, but the ADA doesn’t obligate employers to help.

What is the NLRB doing with at-will status?

08/21/2012
Q. Could you explain the National Labor Rela­tions Board’s recent challenges to at-will employment policies?

Northbrook union trustees to fix bad loans worth $1.7 million

08/21/2012
Following an investigation by the U.S. Department of Labor’s Em­­ployee Ben­­­efits Security Administration (EBSA), trustees for the United Em­­ployee Benefit Fund in North­­brook have agreed to correct $1.7 million in improper loans made from the union retirement fund.

OSHA won’t let Illinois whistle-blowers be railroaded

08/21/2012
Three whistle-blowers will collect more than $650,000 after two different railroads fired them following workplace accidents. OSHA concluded the three men were wrongfully accused of safety violations to divert blame for workplace hazards.

Employee files FMLA suit? Be sure to check calendar

08/21/2012
Employees have no more than three years following an alleged FMLA violation to file an FMLA-interference lawsuit. And that’s only if the employer’s violation was “willful.” In most cases, they have just two years to get that lawsuit going.

Racist talk toward others can add up to hostile environment

08/21/2012
Don’t allow racist talk. Even if not di­rected at an employee, it can have a profound effect on her.

Suspect leave abuse? Consider surveillance to catch those trying to game FMLA system

08/21/2012
Absenteeism is a big problem for many employers. If you suspect that some employees are taking advantage of your leave programs, you can and should come up with a plan to catch them, as one employer recently did.