• The HR Specialist - Print Newsletter
  • HR Specialist: Employment Law
  • The HR Weekly

Hiring

Movie production companies wrap up PDA suit for $75,000

03/13/2009

Two production companies for Will Ferrell’s movie Stranger than Fiction will pay a rejected job applicant who was pregnant $75,000 to compensate her for discrimination.

Use promotion panel to ensure one manager’s bias doesn’t taint entire process

03/13/2009

Sometimes, a supervisor or manager may favor a subordinate for a promotion because he shares some other relationship that has nothing to do with work. That doesn’t always mean there’s discrimination going on. Protect your organization by using a promotion panel to score and interview candidates. That way, you can root out any favoritism that could affect the promotions process.

New Best Buy business plan will cut some jobs, add others

03/12/2009

Richfield-based electronics retail giant Best Buy is adjusting its business plan in response to the economic downturn. The move will cost 250 jobs in Richfield, but the company plans to hire 210 additional people.

How to write the perfect rejection letter

03/10/2009

Mounting layoffs are creating a glut of qualified and aggressive job hunters who are desperate for work. As their frustration grows, more applicants are reading deeper into their rejection letters—sometimes spotting job promises or hints of discrimination that you never intended.

The Florida tests: Are workers employees or independent contractors?

03/09/2009

Recently, we addressed the risks involved in misclassifying employees as independent contractors and explored the three federal tests for getting it right. Be aware that Florida has own laws for determining whether a worker is an employee or an independent contractor. Along with the federal standards, you need to be familiar with the Florida tests.

Free health perks help wellness, recruiting

03/09/2009

Full-time employees of Lehigh Valley Hospital & Health Network don’t pay for health insurance. Plus, the organization hands them a fistful of “wellness dollars”—$700 to be exact—to spend on anything from gym memberships to massage therapy. Not only does the program help current employees, but also it has improved recruiting.

Post promotion opportunities, keep records of applications

03/06/2009

Base your promotion process on a well-publicized system of posting opportunities and tracking applicants—not word of mouth or personal recommendations. It’s the best way to prevent failure-to-promote lawsuits. After all, if you can show an employee didn’t apply for a promotion, the case disappears.

Stacks of résumés are no excuse for sloppy hiring practices

03/06/2009

Despite the daily economic lamentations, some employers are still hiring. Those employers may think they are in the catbird seat because they may have hundreds of applicants for each position. But a bonanza of applicants is no excuse for shoddy hiring practices. You must make sure they comply with state and federal laws.

Have the supervisor or manager who did the hiring be the one to handle the firing

03/06/2009

Here’s a simple way to prevent lawsuits when you have to fire a recently hired employee: Direct the person who hired the employee to also do the firing. If the employee belongs to a protected class, courts will conclude that the termination wasn’t discriminatory. Otherwise, why would the employee have been hired in the first place?

Employees who don’t apply for promotions can’t sue

03/06/2009

Here’s a good reason to have a clear process for posting promotions and explaining that process to all employees: If an employee doesn’t use the process to apply, she can’t sue for failure to promote.