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Volunteers are a lifeline for many nonprofit employers, providing critical services at no charge. As with any worker, though, employers have to be wary of the potential for litigation if things go awry.
In yesterday’s CED, consultant Mary Anne Kennedy offered tips for making job descriptions a valuable tool; today, her take on legal issues related to job descriptions.
“When people are not performing well, it’s often the case that they aren’t in the right job, and that often stems from basing the hire on an inaccurate or inadequate job description,” says consultant Mary Anne Kennedy.
As Microsoft is washing its hands of a controversial employee performance appraisal practice, Yahoo is reportedly adopting it.
The owner of a Missoula, Montana, roofing business faced a large fine and a felony charge for employer misconduct for trying to sweep the truth past the Montana State Fund to keep from paying higher workers’ comp premiums.
Declaring “a major victory,” the U.S. Department of Labor’s (DOL) Office of Federal Contract Compliance Programs (OFCCP) announced that Bank of America Corp. (BOA) will pay 1,147 African-American job applicants $2,181,593 in back wages and interest for race-based hiring discrimination.
Tackling the issue of workforce productivity can be intimidating, especially when one considers its critical importance to succeeding in today’s marketplace. Improving workforce productivity is near the top of every organization’s "To-Do List", but a surprisingly low percentage of companies feel confident that they are performing well in their workforce optimization efforts.
Even if you’re sure termination is the best course of action, it’s generally better to let a group make the final decision. Why?
As many organizations have found to their dismay, being technically correct in a legal setting is often not enough. Juries tend to react more on the basis of fairness than of law. And, from a morale standpoint, so do the rest of your employees.
Wage and hour missteps are common—but that doesn’t mean they’re not incredibly damaging to employers. Today, here are four you should avoid at all costs, plus an introduction to a comprehensive 1-day seminar that will answer all of your California wage and hour questions once and for all.