Another good employee has quit. This is the fourth one in a matter of weeks. Nothing has changed in the business. You offer good pay and great benefits so what gives? First, are you asking these employees that are leaving by performing an exit interview? Second, are you listening to what they are telling you? […]
HR, the management team, and others understand that confidentiality clause is to protect your business from staff giving away the company trade secrets, right? Depending on the terminology used an employee may think they cannot tell someone they don’t like their job. The NLRB and EEOC may agree. One option would be to include a […]
All employers need to have a good understanding of FMLA and other special leave requests. Even if you do legally provide FMLA due to company size, there are other protected types of leave. Not having an understanding or training on this can cost you as described in this case: In this, Raimondi vs Wyoming County […]
Vacation policies are intended to be used for the specific purpose of vacation or leisure time, and employers who offer vacation time generally offer sick leave as well. The alternative to having two separate benefits is a singular Paid Time Off (PTO) benefit, which may be used for any purpose the employee chooses. Some states […]
Every state in the United States, except Montana, employment is presumed to be at-will. This means either the employer or the employee can legally terminate the employment relationship at any time, with or without notice, and with or without cause. The employer has not guaranteed employment for a period of time, and the employee has not […]
Reminder: EEO-1 Report Due September 30 The Equal Employment Opportunity Commission (EEOC) requires certain companies to submit a report categorizing their employees by race or ethnicity, gender, and job category. This demographic survey, called the EEO-1, is due by September 30, 2016. Private employers that meet one or more of the following criteria are […]
Audit: Test Your Compliance To be considered exempt from overtime, an employee must generally be paid on a salary basis and his or her job duties must meet the DOL’s standards for one of the six exemption categories discussed below. Answer the following questions to determine whether you’ve misclassified a worker as exempt: Executive Employee Is […]
‘Fee Basis’ Administrative, professional and computer employees may be paid on a “fee basis” rather than on a salary basis. If an employee is paid an agreed sum for a single job, regardless of the time required to complete it, the person will be deemed paid on a “fee basis.” A fee payment is generally […]
