The employer’s obligation to pay temporary total disability benefits continues until the employee’s medical condition stabilizes and he reaches maximum medical improvement, the Illinois Supreme Court says in Interstate Scaffolding Inc. v. The Illinois Workers’ Compensation Commission.Read More
Employers are advised to review applicable WARN regulations—together with employee proximity, purpose and use of equipment—to assess WARN Act applications.Read More
We have a low response rate on exit surveys and are updating the process by which we do them. What are the best practices surrounding exit surveys that yield high response?
Laid-off workers seeking financial relief are likely to increase the number of defamation claims filed against employers, employment law attorneys say. Liabilities may arise from job references, online comments.Read More
In a decision hailed as a victory for employers, a federal appellate court ruled last week that only those who have been directly involved in protected activity under federal civil rights law, not others only associated with them, can file a retaliation claim.Read More
I am the HR director at a small company. I have been asked by the head of our small company to counsel my boss, who is the company CEO, about his tendency for insulting employees and making racist comments in e-mail messages. The same CEO has made derogatory comments about me, and retaliated against some employees (including firing) who have brought his defects to light. Morale is extremely low, from district managers to the corporate office, yet our company has never done better financially. As a result, our company's directors don't want to change CEOs.
How do I handle his request for me to counsel my own boss?
An employer’s plant closing or mass layoff occurring before the conclusion of the WARN 60-day period may not violate the law if the closing or mass layoff is caused by business circumstances that were not reasonably foreseeable at the time the notice would have been required.Read More