Monday, June 3, 2013—10:30 a.m. to Noon (Pacific)
Can you ban an employee tattoo even if it's part of a religious practice? Can you ban headwear if it’s part of someone’s personal expression? What about dress codes related to safety rules? Do you allow workers to wear T-shirts with offensive slogans or pictures? Employers today are facing these questions and more as they try on different dress codes to find the right fit.
Although no one has written a eulogy for the business suit just yet, the workplace is much more relaxed than it used to be when it comes to attire. Business casual isn't your parents' business casual anymore.
Monday, June 10, 2013—10:30 a.m. to Noon (Pacific)
Medical certifications may just be the most effective tool in your arsenal for combating abuse of leave rights under the Family and Medical Leave Act and its California counterpart, the California Family Rights Act. They provide valuable insight into whether a claimed condition qualifies as a serious health condition.
Surprisingly, many employers don’t take advantage of this powerful weapon for combating abuse. As a result, they’re left second-guessing whether an employee’s ailment qualifies them for protected leave.
Tuesday, June 11, 2013—10:30 a.m. to Noon (Pacific)
One of a manager's least favorite jobs is disciplining employees. The issue is so disliked that many managers will put off the meeting as long as possible, or even forget the transgression happened in the first place. Such avoidance can only hurt your employees and your organization in the long run. You must have an effective discipline and termination strategy in place.
Consider these statistics:
A jury in Jackson County, Missouri, awarded $6.5 million to an ex-police officer who claimed wrongful termination against the Kansas City Board of Police Commissioners. The verdict exceeded expectations of the plaintiff's attorney, who asked the jury for $1.9 million.
A Wyoming jury awarded a short-term employee $550,000 in damages after finding he was fired in retaliation for filing a workers’ compensation claim.
A former Chevron employee was awarded $5.5 million by a San Francisco federal court jury that found the company was liable for retaliation and wrongful termination.
Don't let discipline issues snowball into costly lawsuits. HR professionals need a structured approach for disciplining and firing employees, which includes acquiring necessary documentation that will hold up in court.
Tuesday, June 25, 2013—10:30 a.m. to Noon (Pacific)
Terminations can be a legal minefield in California, but no employer can totally avoid them. Discharges are necessary for a variety of reasons, including poor performance, budget-driven layoffs, harassment or other egregious conduct, and more. And all discharges should be navigated with the same level of careful consideration and adequate preparation to minimize potential legal liability.
When it comes to terminating, knowing when to terminate employees and how to terminate them are equally important. For instance, while most employment arrangements are at-will, you may have unknowingly created an implied contract for employment, in which case a termination could leave your organization open to a breach-of-contract claim. You can even open yourself up to brand-new legal risks stemming from the way you conduct the termination itself.