As the Occupational Safety and Health Administration (OSHA) ratchets up its scrutiny on temp workers, employers must understand and comply with their duties regarding training and safety, before accidents occur.
Non-union companies usually work to keep an eye out for signs of union organization among their workforces. However, they are generally focusing on unions and union organizers, not nonprofit groups like “worker centers.” Yet some of these worker centers have begun partnering with unions.
If companies with federal contracts or subcontracts are found to be non-compliant in regard to equal employment and affirmative action, they can face mandatory changes in their employment policies as well as bad publicity.
The U.S. Equal Employment Opportunity Commission (EEOC) has taken an increasingly aggressive posture toward enforcement actions against employers. Employers should be aware of these troubling trends in EEOC behavior and be prepared to properly respond to an EEOC complaint.
Several factors that have been developing over the last several years are poised to plunge employers into a new wave of disability claims. There are a number of proactive steps that employers can take to avoid problems.
On June 24, 2013, the United States Supreme Court narrowed the definition of who qualifies as a “supervisor” for the purposes of harassment cases. This holding is a significant win for employers and affords opportunities for employers to limit their liability when harassment claims are made.
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.