If you’re going to follow the Moneyball approach and invest in the undervalued asset that no one wants, let’s face it: It’s old people in the workforce.
You need to decide what kind of company you want to be, and set the tone all the time.
This decision adds to the confusion that already exists around workplace social media policies. As for me, I see little harm in these types of disclaimers.
Most wage and hour mistakes are honest ones born out of a misunderstanding of the law, not a desire to cheat or steal from employees.
Just because an employee cannot return to work at the end of FMLA leave does not mean you can always terminate the employee. ADA obligations still exist.
Late last month, the 5th Circuit court of appeals in New Orleans ruled on another employer confidentiality policy, and the results should trouble employers everywhere.
An employee may have an ADA-covered disability, even if the impairment is transitory or episodic in nature.
If scholarship athletes are employees, then they are likely owed minimum wage and overtime. This case has huge implications beyond collective bargaining.
Conflict resolution requires a give-and-take, not a give-and-give – not only in dealing with the unique needs of lactating employees, but in resolving all conflict within the workplace.
The FLSA needs to be scrapped and rebuilt from scratch. Otherwise, a confusing system will be left in place that is unfair to both employers and employees.
A strict 'no-restrictions' policy may provide a basis for pregnancy discrimination, if the employee is not limited from performing her job.
The lesson here isn’t so much how social media is impacting EEO laws, but instead how employers are adapting their current policies and training to adapt to these new technologies.