In order to properly respond to meritless whistleblower retaliation claims, companies need to understand trends and developments in this area. They must also know how to respond if one of their employees claims retaliation.
Dealing with injuries, managing workers’ compensation issues, and getting people back on the job can be complicated, expensive, and time-consuming. In order to manage the expenses, time, and effort involved with the different aspects of workers’ comp, here are 10 best practices.
Over the past six years or so, wage and hour lawsuits have become, if not commonplace, extremely prevalent. This trend, fueled by a large number of workers displaced following the financial crisis and stoked by successful settlements and court rulings over the past several years, is unlikely to end anytime soon.
Hiring is an expensive, time-consuming process — employers want to make sure they get it right the first time. For many employers, background checks represent a key tool in ensuring the people they hire are trustworthy and have the skills, experience, and education they claim to possess.
On Jan. 25, 2013, the U.S. Court of Appeals for the District of Columbia Circuit (D.C. Circuit) ruled that President Obama had unconstitutionally appointed three board members to the National Labor Relations Board (NLRB). Thus, the NLRB has lacked its required quorum of three members for the past year, calling all of its decisions into question.
When Abercrombie & Fitch’s Michigan stores ran into problems with properly completing I-9 forms, it turned out to be a seven-figure mistake. The $1,047,110 fine was imposed even though the clothing retailer fully cooperated with investigators and there was no proof it knowingly hired illegal workers.
In order to ensure a safe workplace while fully complying with the Americans with Disabilities Act (ADA), employers need to understand their rights and responsibilities, as well as the rights of job applicants and employees.
For many companies this time of year means planning the annual holiday party. This is not as simple as it seems. When employees cut loose at company-sponsored functions, the results can lead to sexual harassment charges and other liability issues.
As the Occupational Safety and Health Administration (OSHA) beefs up its whistleblower program, employers should brace themselves for more claims and investigations. Over the last year, OSHA has been developing a “multifaceted plan for strengthening the enforcement of 21 whistleblower laws under its jurisdiction.”