If you're ignorant enough to fire someone because of their caregiving needs at home, maybe it is asking too much to expect you to know enough not to express that intent out loud.Read More
We may have an attrition problem, but I'm not quite sure. Our turnover is between 12 and 15 percent the last three years, but this year is ticking closer to 20 percent. This does not include involuntary terminations due to downsizing/restructuring. We know some turnover is due to market factors, and some due to cultural growing pains (we've doubled in size the last five years). From an analytic view, how could we determine if our turnover might present a future lingering problem?
—Starting to Worry, HR manager, software/services, Minnesota
Retaliation is a low standard for employees to meet. Employers must treat it carefully when dealing with an employee who engaged in protected activity.Read More
Offer vaccinations free of charge to your employees right in your workplace. The cost to administer them will pay for itself.Read More
Before you dismiss an employee’s request for a religious accommodation as silly or outrageous, stop, think, and decide whether the expense or difficultly in making the accommodating exceeds the cost and aggravation of defending a possible discrimination lawsuit.
Employers have a lot to gain from no-fault attendance policies. In deciding whether to adopt or continue a no-fault attendance policy, however, employers must carefully balance those benefits against the risk of FMLA or ADA violations.Read More
Workforce Software acquires Australia-based RosterLive among other moves.Read More
Managing FMLA leave, and particularly managing intermittent FMLA leave, is one of the most challenging tasks for employers. What qualifies as “significantly changed circumstances” will vary from case to case. Do not mistake this case as carte blanche to demand a recertification after every prolonged period of absence.Read More
In the last year we have had an influx of new hires who are either unable to come to work on time or call in to report that they won't be coming to work. We have a firm policy on attendance and timeliness and terminate after several warnings. How should we address this issue in a way that reinforces the importance of timeliness? Are other companies having this problem? Should we just begin firing people and start the recruitment process all over again?
—Fed Up, business services, Portsmouth, New Hampshire
I cannot overstate enough how fine a line it is between lawfully terminating an employee because of the need to take time off to care for an ill relative and unlawfully terminating an employee because of a relative's disability. Read More