http://www.elinfonet.com/fedindex/12 Human resource articles discussing topics covering employee relations and other workplace issues. Sun, 22 Nov 2009 08:11:17 EST en-us http://www.elinfonet.com/newscount.php?popID=8689 Article: 8689 Fri, 20 Nov 2009 00:00:00 EST elin@elinfonet.com (Employment Law Information Network) Today's difficult economic and financial climate has many companies considering various cost-cutting measures, including layoffs, reduced workweeks, pay reductions and voluntary furloughs. These actions raise wage and hour questions that often are overlooked. The unwary employer may reduce payroll costs but wind up with a wage and hour lawsuit as a result. The good news is that a well-informed employer can avoid such risks. http://www.elinfonet.com/newscount.php?popID=8687 Article: 8687 Thu, 19 Nov 2009 00:00:00 EST elin@elinfonet.com (Employment Law Information Network) Almost every workplace has one - the disgruntled employee who frequently complains to supervisors and co-workers. http://www.elinfonet.com/newscount.php?popID=8677 Article: 8677 Tue, 17 Nov 2009 00:00:00 EST elin@elinfonet.com (Employment Law Information Network) Most employers train their managers and supervisors on applicable federal, state, and local anti-discrimination laws. But a much smaller number of employers conduct training on general contract and tort law that may also serve as a basis for employment-related lawsuits. (Lawyers struggle to define precisely what a “tort” is, but it generally means a wrongful act that is not based on a contract.) Because contract and tort claims can prove every bit as problematic — and costly — as anti-discrimination claims, however, employers should incorporate training in these areas of the law into their management training. http://www.elinfonet.com/newscount.php?popID=8676 Article: 8676 Tue, 17 Nov 2009 00:00:00 EST elin@elinfonet.com (Employment Law Information Network) In order to weather the dire state of the economy, many employers have been forced to eliminate and/or consolidate positions in an effort to reduce costs. Inevitably, when positions are eliminated and employees are laid off, questions arise regarding the legality of the employment decisions. In this regard, far too often, employers’ efforts to defend lay off decisions are complicated by incomplete, inaccurate performance reviews. http://www.elinfonet.com/newscount.php?popID=8675 Article: 8675 Tue, 17 Nov 2009 00:00:00 EST elin@elinfonet.com (Employment Law Information Network) Although the Genetic Information Nondiscrimination Act (GINA) of 2008 took effect on May 21, 2008, the regulations have taken some time for the various Departments of the government to write and develop. Recently, the Internal Revenue Service, though the Department of the Treasury, issued a set of regulations governing subtitle K of GINA, effect the type of questions that employers may ask of employees and potential new hires and candidates for employment. Subtitle K covers group health plan requirements originally regulated under the Health Insurance Portability and Accountability Act (HIPAA). http://www.elinfonet.com/newscount.php?popID=8670 Article: 8670 Mon, 16 Nov 2009 00:00:00 EST elin@elinfonet.com (Employment Law Information Network) As of Nov. 21, employers are required to comply with yet another law that restricts disclosure of employee health information. The new law will join others already on the books that require HR leaders to exercise discretion and vigilance when it comes to dispersing and safeguarding such information. However, a few misconceptions about medical-privacy laws and the workplace need to be clarified. http://www.elinfonet.com/newscount.php?popID=8655 Article: 8655 Mon, 09 Nov 2009 00:00:00 EST elin@elinfonet.com (Employment Law Information Network) Although many employers today are warily watching the legislative horizon for laws creating new protected classes (sexual orientation, whistleblowers) and expanding limitations periods (Ledbetter), they would do well to remember that increasing numbers of employees are turning to defamation claims to redress damage allegedly done to their reputation by discipline and discharge decisions. Because these claims are often fi led in state court, where the judges are often more hesitant to grant summary judgment, the juries typically more generous, and the damages uncapped, there is signifi cant risk for employers. http://www.elinfonet.com/newscount.php?popID=8654 Article: 8654 Mon, 09 Nov 2009 00:00:00 EST elin@elinfonet.com (Employment Law Information Network) With examples of corporate malfeasance dominating the news, blowing the whistle is more popular than ever. Retaliatory discharge lawsuits brought by whistleblowers, however, are nothing new. Such claims have an understandable jury appeal; nobody seems surprised that a company, or a rogue manager, strikes back after accusations of wrongdoing. Sound policies and conscientious compliance departments can go a long way towards minimizing liability for whistleblower claims. http://www.elinfonet.com/newscount.php?popID=8653 Article: 8653 Mon, 09 Nov 2009 00:00:00 EST elin@elinfonet.com (Employment Law Information Network) As the law struggles to keep pace with the frenetic world of online networking, employers must be mindful of the risks they face by allowing employees to access social networking sites such as Facebook, Twitter and LinkedIn. Using these social networking sites to “check up” on an employee, identify or assess potential employees, or simply “friend” or link up with a subordinate entails risks. http://www.elinfonet.com/newscount.php?popID=8651 Article: 8651 Mon, 09 Nov 2009 00:00:00 EST elin@elinfonet.com (Employment Law Information Network) As the recession lingers on, employers continue to search for ways to manage operating costs. One common (but increasingly risky) cost-cutting measure is the use of independent contractors in positions that are normally fi lled by employees.