Employment Law

Make legally smart job offers; avoid ‘implied’ contracts

01/01/2005

Issue: Legal problems that stem from inadvertent comments at the job-offer stage.
Risk: Imprecise wording of an offer could lock you into an ‘implied contract’ with the employee.
Action: …

It IS your business: Protect domestic-violence victims at work

01/01/2005

Issue: Your role and responsibilities when it comes to domestic violence in the workplace.
Risk: Doing nothing risks lives, safety, morale, lawsuits and your bottom line.
Action: Take the …

Be consistent when bending policies to suit elder care needs

01/01/2005

Issue: Most organizations lack formal elder care benefits or policies. Instead, they assist employees by making exceptions to other policies.
Risk: Unless you apply those exceptions fairly, you’ll risk complaints …

Workers’ comp leave doesn’t stop ‘FMLA clock’

01/01/2005

Q. An employee took FMLA leave Sept. 1 due to job stress. In October, she had an operation for carpal tunnel syndrome. Workers’ comp ruled that her absence was work-related and it dated her workers’ comp claim back to Sept. 3. So, they’re now saying that her FMLA leave won’t start until she is officially released from workers’ comp. Do we need to keep a job open for her indefinitely? —F.W., Nevada

All staff on payroll count toward FMLA threshold

01/01/2005

Q. We’re a church with six full-time employees, three part-timers and six musicians who are paid per performance. Are we subject to FMLA? And who counts as an “employee” under the law: full-time, part-time and on-call workers, such as our musicians? —E.E., North Carolina

Demand English fluency only if it’s needed

01/01/2005

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Employment Law

Make legally smart job offers; avoid ‘implied’ contracts

It IS your business: Protect domestic-violence victims at work

Be consistent when bending policies to suit elder care needs

Workers’ comp leave doesn’t stop ‘FMLA clock’

All staff on payroll count toward FMLA threshold

Demand English fluency only if it’s needed

Preventing harassment: not a ‘one and done’ deal

Accommodate religious requests; don’t debate ‘sincerity’

Prevent union criticism for ‘offshoring’ jobs

Temp employees lose many unionizing rights

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