Many people will try to come into work even if they're sick, so long as they can still walk and talk. But this can put other employees at risk for catching that bug. For employees who may already be vulnerable to illnesses (such as being immunocompromised) this can even be dangerous. How do you handle situations like this?
Work environments can be as diverse as the people working in them. Often times, employees wish to decorate their workstations with personal items to make their spaces feel comfortable while they perform their tasks. What sort of policies can your company put in effect to regulate appropriate workplace displays?
While wage and hour law requires that employees are paid for all time that they are 'suffered or permitted' to work, the question here is whether his attempt to go to a cancelled meeting would count.
Even if an employee has exhausted their FMLA leave for the year, their condition may fall under the Americans with Disabilities Act (ADA). The ADA defines a disabled employee as one who has a physical or mental impairment that substantially limits one or more major life activities including working.
Completely banning cell phones is not something you can legally do. It is, however, possible to create policies that encompass the appropriate time and place for cellphone use.
I’m introducing them to you to highlight a key theme that we see here repeatedly at Vantage Point: amazing people, with specific professional backgrounds, looking for a change. The challenge is that for most Recruiting firms, these folks are defined by those career paths, and they can’t see the “amazing” standing in front of them. We don’t see the world that way, and think that any small business looking for quality people, would rest easy knowing these three are on the job.
Employees who feel valued, appreciated and invested in are more likely to have overall improved performance and will put their new skills to immediate use, which will help solidify their knowledge.
The Americans with Disabilities Act (ADA) requires employers to reasonably accommodate the disabilities of their employees and to engage in an interactive process when a request for accommodation is made.
Most people define a work week as the hours of operation of a business, often starting at 8am on Monday and ending on 5pm Friday. There is a bit more to it than that, and it's necessary to ensure compliance with the Fair Labor Standards Act (FLSA) by establishing an actual workweek.
On April 4 2017, the Seventh Circuit Court of Appeals became the first appeals court to rule that sex includes sexual orientation. The Court's ruling creates law in Indiana, Illinois, and Wisconsin.