In my experience, pointing to your at-will status as your reason for letting someone go is rarely the best option. It leaves the ex-employee confused and searching for answers. So, while you may have let your employee go for a legitimate (and legal) reason, by not stating this during the termination you create a situation where their imagination is free to wander. The reasons she comes up with on her own may be much worse and result in the kind of legal headaches you are hoping to avoid. Perhaps she believes that the reason you fired her is because she was your only employee over 40 yea
Employment & Labor Law
With all of the hullabaloo of the Affordable Care Act (ACA), it can be easy to forget about HIPAA and COBRA. With recent changes, more enforcement and larger penalties, letting ACA eclipse HIPAA and COBRA can be a costly mistake to make. After years of experience, people often forget how important it is to remain in compliance with HIPAA and COBRA and that the same simple steps may also make ACA compliance easier and more efficient.
Many companies are overlooking the opportunity to hire veterans and National Guard members to bring in high quality employees whose skills are and training make them high potential assets ready to fill the skill shortage that is holding back company growth.
The good old days of hiring only people you know are long gone. These days it would be rare for a business with a significant number of employees to have a workforce comprised only of friends and relatives.
The Michigan Minimum Wage & Overtime labor law poster has been revised to reflect the 2014 increase, effective September 1st. This is a result of the new law signed by Governor Snyder on May 27, 2014. All Michigan employers are required to post the revised notice.
USERRA applies to any employer that either pays an individual a salary or wages to perform work or controls an individual’s employment opportunities. This broad definition includes an individual or organization to which an employer delegates the performance of any employment-related responsibilities. An entity that performs only “ministerial functions,” however, such as personnel file maintenance or, presumably, paycheck processing, is not considered an employer.
Companies may find that hiring executives in today’s economy is more difficult based on a lower labor participation rate combined with low unemployment. The factors support the contention that companies must increase their scope of networking techniques and further concentrate on determining the talent level of those candidates who apply. Although not difficult to identify the unemployed, the true skill is in determining if candidates are a fatality of downsizing efforts or if there are serious performance difficulties.
Don’t you wish that were true? For the next major federal or state election, let’s support a candidate who will make the elimination of PowerPoint a plank in his or her campaign platform. In the meantime, if you plan to use PowerPoint, you can do it more effectively by trying these eight tips:
Small Michigan manufacturer pays out $50,000 to settle a harassment complaint filed with a government agency. No handbook. No training. Bad behavior. No investigation. No defense, so write the check. How often does this happen? Not often, but isn’t once still too often? What about lost productivity, the rumors, and even the bad press? The distraction from the core business? The distrust amongst those who would otherwise prefer to be teammates? These always cost more than any fine.
When bad behavior occurs, is an employer without defense? Not at all; you can be prepared.
A great deal of work is obviously required to adequately screen job applicants. In the course of conducting these investigations, it is important for employers to avoid additional problems by asking the wrong questions or giving out improper or inaccurate information to the applicant.