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In yesterday’s Advisor, we covered the tricky ground of religious accommodation. Today, a Q&A on hardship, dress, and holidays, plus an introduction to a unique, checklist-based audit system. What Costs Equate to Undue Hardship? Employers need not incur more than minimal costs to accommodate an employee’s religious practices. For example, infrequent or temporary overtime payments […]
The following is a list of the bestselling hardcover business books as ranked by the New York Times with data from Nielsen BookScan on December 6. 1. Delivering Happiness: A Path to Profits, Passion, and Purpose by Tony Hsieh. The visionary CEO of Zappos explains how an emphasis on corporate culture can lead to unprecedented […]
When it comes to immigration enforcement, no employer is immune from immigration scrutiny. An organization that ignores problems with its procedures in this area is risking ruinous fines and penalties. You have an obligation to hire only workers who are legally authorized to work in the United States.
“I want to fire him, but I can’t.” It’s true that some employees come with “fire retardant factors”—they are in a protected class or performed a protected act—but this doesn’t mean you can’t fire them. However, you do want to slow down and be sure that you aren’t discriminating or retaliating against them for asserting […]
A decades-old government report, due each September and covering 50 million workers, finally gets revised. Here’s what you have to do, starting this fall: Next week marks the start of September. And that marks kids back in school, leaves turning … and the annual EEO-1 Report. This report to the federal government is due by […]
Most employers wouldn’t think that replacing a terminated worker over age 40 with someone who is much older would run afoul of the age discrimination laws. But a new case shows that even a seemingly uncomplicated termination like this can be seen as part of a pattern of age bias when examined under a magnifying […]
Although 60% of CEOs think that their employer brand lies solely with them, research also indicates that 69% of job applicants are more likely to apply to a job for employers that actively manage their employer brands. So, recruiters should be heavily involved with creating and managing their employer brand, too.
by Alexandra Meunier When assessing whether behavior constitutes sexual harassment, Canadian decision-makers usually look at the situation objectively. In other words, they don’t typically put much emphasis on subjective elements, such as the perception of the victim. Recently, an arbitrator in Quebec has done just that.
Most employment laws include provisions protecting employees from vindictive managers who would otherwise punish them for exercising their rights. The Family and Medical Leave Act is no exception. Late last year, the Department of Labor’s Wage and Hour Division released Fact Sheet # 77B explaining the FMLA’s anti-retaliatory provisions. Here are some highlights: Prohibitions An […]
The Supporting Military Families Act of 2009 was introduced in both houses of Congress in late July 2009. A mere three months later — on October 28 — it was signed into law as part of the defense funding bill for 2010. The legislation expands the circumstances in which employees may take both qualifying exigency […]