Practical HR Tips, News & Advice. Updated Daily.
by Denise Trani-Morris Just as in any other job, California state employees can be incapacitated in this line of duty and can receive certain special disability retirement benefits. However, once deemed no longer incapacitated, the employee must be reinstated. This was reaffirmed by a recent appeals case.
In California, all employers are required to meet all workplace posting obligations determined by the state. These postings, usually available for free from state agencies, cover everything from wage and hour law to proper working conditions. Is your business meeting its obligations?
Employers are generally willing, even eager, to invest time, energy, and money into bringing on a superstar employee. They’re confident the payoff that comes from hiring a star will make the effort worth it. But what if the employer also has a toxic employee? Will a strong hire counteract the damage? A recent Harvard Business […]
According to new research from Bersin by Deloitte, organizations that develop business fluency and consulting agility in their HR business partners are more likely to achieve positive business outcomes, including innovation and efficiency. The research also highlights learning and development as a top priority.
Yesterday’s Advisor briefed on impermissible preemployment inquiries; today, we present more inquiries that you may not have realized you need to avoid. Persons to Notify in Case of Emergency Questions should not be asked about the names and addresses of a job applicant’s relatives. Such inquiries may lead to information related to an applicant’s marital […]
By Tim Thoelecke In yesterday’s Advisor we learned how the legalization of marijuana in many states has complex ramifications for your drug policy. Today, more on that topic, as well as some general tips. Marijuana is mainstream, or at least it’s trying to be. Indeed, many have made the assumption that marijuana is no longer […]
By Gregory J. Wartman, JD A Pennsylvania federal court recently ruled that an employee was ineligible for relief under the Family and Medical Leave Act (FMLA) because of the size of his employer and that he did not present sufficient evidence that his employer should be equitably estopped (prevented) from avoiding liability under the Act.
By David M. Stevens, JD In a recent opinion, Maryland’s Court of Special Appeals reversed a trial court decision in favor of an employer that had terminated an employee who was unable to resume her duties following the expiration of her Family and Medical Leave Act (FMLA) leave.
This article is part of a series that compares and contrasts various aspects of the two laws.
By Catherine Moreton Gray, JD The World Health Organization (WHO) recently declared the Zika virus a “public health emergency of international concern.” According to WHO, the virus is transmitted by mosquitoes and is linked to a spike in birth defects in cases where the mother contracted the virus during pregnancy. Also, a study in Brazil […]