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MANAGING IN A DOWNTURN
Nine Ways to Protect Your Company During Staff Reductions
By Paul Bressan
There is no surefire way to avoid employment litigation in a staff reduction. But taking the time to follow the steps outlined here will minimize the risk of litigation, and will put your company in the best position to defend itself in any post-reorganization employment litigation.
Workforce Washington
Washington staff writer Mark Schoeff Jr. provides an insider's insights to the workings of our nation's capital from the workforce management perspective.
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Tools and Resources
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Here are useful links for employers, including the text of the act, the final regulations detailing employer obligations and the Department of Labor’s USERRA Advisor for employers and employees.
Discrimination can occur at any stage of the hiring process, including the initial application, the interview, the reference check, and the ultimate decision whether to hire. Here is a general overview of important considerations for employers.
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Text Messaging Policy
A member writes: "Does anyone have a good policy on personal cell phone usage that includes text messaging?"
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Hourly Employee Lunches
A member writes: "I have an hourly employee who prefers not to take a lunch break. She does eat at her desk, but she is able to continue working while eating lunch. My CEO has a small problem with the fact that this employee finishes her day early and wants me to require that she take a 30 minute lunch break. I'm wondering if I should just adjust the hours of the employee so that she starts and finishes her day a bit later, but still does not have to take a lunch. Has anyone had any problems with allowing an employee to voluntarily work through lunch?"
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Special Report
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A review of the 10 legal decisions of 2007 that will have the greatest impact on the workplace in the coming year and beyond
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