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ADA
Affirmative Action
Benefits
Coaching
Discipline
COBRA
EEOC
Exempt and Nonexempt Employees
FCRA
FLSA
FMLA
Hiring
HR Policies
Independent Contractor

ADA (Americans with Disabilities Act)

• ADA Accommodations: A Step-by-Step Guide
• ADA Case Helps Clarify Independent Contractor Status
• ADA Does Not Protect Insubordinate Employees
• ADA Guidelines Address Post-Employment Medical Inquiries
• ADA Is No Shield For Employees Who Drink At Work
• ADA and Preemployment Medical Inquiries:   A Prescription for Compliance
• Court Sheds Light on Medical Exams under the ADA
• Employers Win Most ADA Claims
• FMLA and ADA Puzzle: Putting the Pieces Together
• Limited Leave Policies Do Not Violate ADA
• State Workers Not Protected under ADA Employment Provisions
• Stress-free Workplace Is Not a Reasonable Accommodation under the ADA
• Supreme Court Declares Asymptomatic HIV a Disability
• Supreme Court Limits Scope of ADA Coverage

Affirmative Action

• Do All Employers Have to Have a Written Affirmative Action Plan?

Benefits

• Cafeteria Plans:  More Choices for Employees
• HR Professional's Quick Guide to COBRA (FREE Download)
• Ordinary Negligence is Not Gross Misconduct under COBRA
• PTO Banks Can Provide Flexibility in Your Workplace

Coaching

• The Coaching Wave:  Are You in the Game?

COBRA (Healthcare Continuation Coverage)

• HR Professional's Quick Guide to COBRA (FREE Download)
• Ordinary Negligence is Not Gross Misconduct under COBRA
• Update on COBRA Notice Requirements

Discipline

• ADA Does Not Protect Insubordinate Employees
• Aggressive and Progressive:  A Disciplinary System That Works
• Inconsistent Discipline Can Result in Discrimination Claims
• Withholding Pay as Discipline

EEOC (Equal Employment Opportunity Commission)

• EEOC Guidance Explains Liability for Supervisor's Harassment
• EEOC Guidance Explains Reasonable Accommodation
• EEOC Issues Guidance on Retaliation Claims
• Your Legal Obligation to Temporary Agency Workers

Exempt and Nonexempt Employees

• Calculating Overtime Pay with Vacations and Holidays
• Court Clarifies FLSA's Administrative and Professional Exemptions
• Court Rejects Disciplinary Deductions from Exempt Employee Pay
• Exempt Employees and the Partial-Day Absence Dilemma
• Exempt Status: Understanding the Salary Basis Test
• Independent Contractors:  Correct Classification Requires Knowledge, Patience
• Paying Nonexempt Employees for Travel Time to Seminars or Training
   
• See also: Wage and Hour
• See also: FLSA

FCRA (Fair Credit Reporting Act)

• Obligations under the FCRA Confuse Employers:  Are You in Compliance?

FLSA (Fair Labor Standards Act)

• $14.5 Million Fair Labor Standards Act (FLSA) Verdict: Could It Happen to You?
• Timeframe for Paying Employees
• Court Clarifies FLSA's Administrative and Professional Exemptions
• FLSA Cases Provide Practical Guidance on Pay
• FLSA Roundup:  Answers to Common Questions on Overtime, Pay, and Deductions
   
• See also: Wage and Hour
• See also: Exempt and Nonexempt

FMLA (Family and Medical Leave Act)

• Court Invalidates FLMA Rule Extending Eligibility
• Failure to Provide an Equivalent Position Violates FMLA
• FMLA and ADA Puzzle: Putting the Pieces Together
• FMLA Requires Leave for Care of Adult Children
• FMLA Trouble Spots: "Serious Health Condition" and " Medical Certifications"
• Medical Certification Is Key Element in FMLA Cases
• Navigating the FMLA and Workers' Compensation Maze: A Guide for Employers
• FMLA Case Underscores Need to Determine Reason for Absences
• FMLA Eligibility: Who's Covered?
   
• See also: Leave of Absence

Hiring - Download Hiring Policy

• At-Will Relationships Must Be Clear to Your Employees
• Commonsense Actions Can Limit Negligent Hiring Claims
• Offer Letter Stating Annual Salary Does Not Create Contract
• Rejecting Job Applicants
• Risky Business, Part 2: A Primer on Reference Checking Part 1: Providing References
• You Can't Ask That: Application and Interview Pitfalls

HR Policies

• Clear Rules Help Reduce Liability for Improper Use of E-Mail
• Dress Code Legal Issues
• Exempt Status: Understanding the Salary Basis Test
• HR Personal Liability Update: How to Protect Yourself
• HR Practice Tip: Protecting Against Retaliation Claims
• HR Practice Tip: Reduce the Pain of Performance Evaluations
• Telecommuting Growing Pains:  Five Tips to Make Your Program Work
• The Case for Written HR Policies
• Religious Accommodations: Going Beyond the Law Makes Business Sense

Independent Contractor

• ADA Case Helps Clarify Independent Contractor Status

Interviewing

• You Can't Ask That: Application and Interview Pitfalls

Labor Law

• HR Personal Liability Update: How to Protect Yourself

Leave of Absence

• Are We Required to Pay Employees for Time Spent on Jury Duty?
• Calculating Overtime Pay with Vacation and Holidays
• Eleventh Circuit Strikes Down FMLA Notice Requirement
• Exempt Employees and the Partial-Day Absence Dilemma
• FMLA Requires Leave for Care of Adult Children
• Limited Leave Policies Do Not Violate ADA
• Military Leave Requirements Under USERRA
• Recent FMLA Case Underscores Need to Determine Reason for Absences

NLRA (National Labor Relations Act)

• Employers Beware:  NLRA Protects Nonunion Activity, Too
• NLRA Claims in a Nonunion Environment
• Court Upholds Nonunion Employees' Right to Representation in Investigations

PDA (Pregnancy Discrimination Act)

• Pregnant Employee Not Entitled to Light-Duty Position

Personnel Records

• Allowing Employees Access to Personnel Records

Pregnancy

• Complying with Pregnancy Discrimination and Leave Laws
• Pregnant Employee Not Entitled to Light-Duty Position

Resignation

• Exit Interviews:  Constructive Feedback, Smoother Transitions
• Is Employer Obligated to Pay for Two Weeks after Notice if Employer Requests Employee Leave Now?
• Rescinding a Resignation

Sexual Harassment

• EEOC Guidance Explains Liability for Supervisor's Harassment
• Employee Complaint to Department Head Qualifies as Notice to Company of Sexual Harassment
• Employers Beware:  You're Liable for Harassment by Customers, Too
• Internal Investigations: Fairness is Key to Success 
• Making Your Harassment Policy Work
• Supreme Court Rules on Sexual Harassment by Supervisors:  Should You Revise Your Policies?
• Supreme Court Rules Same-Sex Harassment Is Prohibited under Title VII
• Tips For Investigating Sexual Harassment
• Employee Complaint to Department Head Qualifies as Notice to Company of Sexual Harassment

Termination

• Exit Interviews:  Constructive Feedback, Smoother Transitions
• Is Employer Obligated to Pay for Two-Weeks after Notice if Employer Requests Employee Leave Now?
• Rescinding a Resignation
• Risky Business:  A Guide to Providing References Part 2: Reference Checking
• Ten Tips to Prevent Termination Headaches
• Use At-Will to Defend Your Policies, Not as a Reason to Terminate

Title VII (Equal Employment Opportunity)

• Inconsistent Discipline Can Result in Discrimination Claims
• Internal Investigations: Fairness Is Key to Success 
• No Surprise: Potential Jurors Don’t Trust Employers
• Religious Accommodation and Work Schedules
• Religious Accommodation Standard Easy to Meet
• Supreme Court Rules Same-Sex Harassment Is Prohibited Under Title VII

Wage and Hour

• Are We Required to Pay Employees for Time Spent on Jury Duty?
• Calculating Overtime Pay with Vacations and Holidays
• Can We Require Employees to Receive Their Pay by Direct Deposit?
• Exempt Employees and the Partial-Day Absence Dilemma
• FLSA Cases Provide Practical Guidance on Pay
• FLSA Roundup:  Answers to Common Questions on Overtime, Pay, and Deductions
• Inclement Weather and Payment for Missed Work
• Overtime Pay for Two Different Jobs
• Paying Nonexempt Employees for Travel Time to Seminars or Training
• Requiring Overtime
• Supreme Court Clarifies Comp Time Rules
• Timeframe for Paying Employees
• When Does a Temporary or Part-Time Employee Become a Full-Time Employee?
• Withholding Pay as Discipline
   
• See also: FLSA

Worker's Compensation

• Navigating the FMLA and Workers' Compensation Maze: A Guide for Employers

Wrongful Discharge

• Ten Tips to Prevent Termination Headaches

This article is not intended as legal advice. Readers are encouraged to seek appropriate legal or other professional advice. Copyright 2006 Personnel Policy Service, Inc.