Reading HR Specialist: Employment Law is like having a blindfold taken off and getting access to strategies that can literally change the way you see your employment policies – and possibly even save your organization.
In recent issues, our readers …
- Discovered exactly how to avoid paying overtime … legally!
- Learned how to monitor employees’ communications without leaving themselves open to privacy-violation claims.
- Found six new ways to trim workers’ compensation costs – as well as three virtually foolproof indicators that reveal cheaters.
- Received step-by-step guidelines for writing an ironclad employee-absentee policy – one that provides effective incentives and avoids legal pitfalls.
- Learned how to give employees clear behavioral guidelines to avoid violating hair-trigger sexual harassment laws.
- Found out why they can be held responsible for ensuring a “safe workplace” for employees who telecommute from their homes.
- Got clear directions for organizing personnel files for maximum protection in defending against claims from employees, former employees and regulators.
- Discovered why First Amendment free-speech protections do not apply in the private workplace – and how misconceptions about this can land you in trouble.
- Learned why a “give no references” policy is not a smart move. Our readers now know a much better procedure!
It seems like every day, employers have new regulations and laws to follow. Many seem like traps rather than laws. It’s hard to hear about these cases without wishing you had a personal lawyer to sort it all out for you.
Obviously, you’re not about to make every workplace decision with an attorney whispering into your ear! But you can have HR Specialist: Employment Law on your side. To answer your questions. To cut through the “legalese.” To give you reliable, legally authoritative opinions on the treacherous legal maze that awaits you every day, such as ...
Can Your Employees Moonlight While on Medical Leave? Yes, they can. It seems crazy, but your workers can use their allotted FMLA leave to work at a second job. Is there a way out of this? Yes: Ban workers from moonlighting during any kind of leave and you can stop the madness!
Are Your Pre-Employment Tests Discriminatory? You’d better hope not! For example, if you give a job test, the pass rate for applicants from a protected group must be at least 80% of that for the group with the highest selection rate or the test can be deemed biased. Bottom line: Make certain you are testing job-related qualities and that your tests fulfill a business necessity. Otherwise, scrap them.
When Is the Exit Interview a Bad Idea? Skip it when the employee has been discharged for gross misconduct. Not only will the interview waste your time, it may actually provoke the dismissed employee to sue you!
Every issue of HR Specialist: Employment Law puts your mind at ease with authoritative answers to the questions you may have:
- Must you grant federally protected family leave for tummy tucks and nose jobs?
- When can employee-transfer decisions put you in legal jeopardy?
- Can mandatory arbitration agreements work for you?
- Email: Why is it the electronic equivalent of DNA evidence?
- How can the term “laid off” come back to haunt you?
- How can you enforce a drug-free workplace without raising privacy issues?
- Can a bonus plan free you from paying overtime to nonexempt workers?
We make sure that HR Specialist: Employment Law is easy to read and free of legal jargon. Everything you need to know about relevant legal developments is at your fingertips: Recent cases. Legal strategies used against employers. Mistakes employers often make. New court rulings – and what they mean to you.