Striking the balance between the need to hire qualified employees and the need to avoid disability discrimination claims has become even more challenging since changes to the Americans with Disabilities Act (ADA) went into effect in 2009.
There’s a lot riding on a website that’s working for a business. It has to convey brand and professionalism, communicate the right message, and engage visitors. Every detail plays a role, from the logo to the text to the design and functionality.
If one of your employees calls her boss an insulting or obscene name on her Facebook page, you might think you could fire her without fear of reprisal. But you could be wrong. One company found itself in exactly that situation.
Recognizing the depth of consumer concern and its potential impact on their business, many service contractors have initiated employee screening processes to avoid hiring staff who may be convicted felons or registered sex offenders. These are generally described within the HVAC industry as safe hiring programs.
Any employer who has faced potential class-action wage-and-hour lawsuits knows what a headache they can be. Due to a recent court ruling, employers have a lot more to worry about. That case, Pippins v. KPMG, has caused tremendous turmoil and confusion among those who follow employment litigation and electronic discovery.
The word guts, when it comes to closing a sale, has a lot to do with having “intestinal fortitude.” In other words, being fearless. You not only can’t be afraid to ask for the order, you almost need to have a swagger about it.
In prosecution of wage and hour violations, the stakes are getting personal. In several recent cases, the government has penalized company owners and officers for failing to pay overtime, imposing stiff fines and even imprisonment.
A cautious thinker is a person who agonizes over a buying decision, especially if there is a significant dollar amount at stake. One of the most challenging situations for a cautious thinker is when they are forced to make a decision prior to completing their psychological process. I encountered one of these situations recently.
Religion in the workplace can present a difficult balancing act for employers. Failing to strike the right balance can lead to clashes with workers and unions, potential lawsuits, trouble with federal regulators, and a negative public image.
Sometimes you may have to play mediator and ask tough questions to get homeowners communicating with each other about a furnace, an air conditioner, or a necessary plumbing repair when they can’t even agree on what’s for dinner. That’s allowing yourself to get naked with homeowners.