Great leaders not only know and manage themselves well, they are also able to harness the power of emotions to create significant connections with others and be positive influences on their teams and throughout their organizations.
Your employment policy manual is a crucial management tool for sharing essential workplace rules. But getting those rules wrong can turn the tool into a weapon employment lawyers wield against your organization in court.
There are so many laws, acts, and ordinances that employers must be aware of and in compliance with, and awareness of federal and state employment laws and regulations and how to mitigate risk is now more crucial than ever.
Management is not an easy job, especially when you’re new. Whereas before you only had yourself to worry about, now you’re responsible for leading a team.
Completing a USCIS Form I-9 in a compliant manner involves navigating through numerous gray areas of the law and interpreting some often-conflicting and confusing instructions.
One of the greatest challenges the U.S. Department of Labor’s Wage and Hour Division (WHD) faces in enforcing the Family and Medical Leave Act (FMLA) is that too often, employees are unaware that they have rights under the FMLA, or that the FMLA even exists.
Ask yourself, whether it is an OFCCP audit, an EEOC investigation, a DOL probe, or an OSHA inspection: Do you know your record retention guidelines, and are you sure you are in compliance?
Do you really know FMLA as well as you should? Does your organization have a thorough policy that covers all of the situations you might face in administering FMLA? If an employee tries to take advantage of FMLA, would you know how to handle it?