It is imperative that employers recognize and understand the need to take constant and active steps to address both internal and external potential threats of workplace violence.
Four risks that this season may bring: how to properly compensate your workers during weather-related absences, the dangers of this year’s flu season, how to limit risks associated with cold-weather exposure, and making sure your company holiday party doesn’t lead to a lawsuit.
Even if #MeToo may have started out as an awareness movement, states like New York and California are implementing changes in the law that are now imposing, or will soon impose, new requirements on employers, in hopes of giving #MeToo a significant, lasting effect.
…a disconnect continues to exist between those operators and their employees; and that disconnect is primarily driven by the operators’ inability or unwillingness to recognize, comprehend and meet the basic needs of employees.
Every company needs to have policies and agreements in place to prevent employees from stealing property, and wrongfully soliciting your employees and customers when they leave to work for a competitor.
The California Supreme Court believes that employees should be paid for all of their work, in, and that any difficulty in capturing this time for its non-exempt employees is the employer’s problem to resolve.
Many employees start work by signing a rudimentary handbook consisting of cobbled-together policies, and their employers altogether fail to account for some of the most important paperwork.
Hospitality companies should expect that it is a question of when—not if—they will become involved in some sort of investigation or litigation.
In anticipation of summer hires, employers may want to familiarize themselves with the federal laws outlining child labor restrictions.
In this issue, we’ll look at some common mistakes that have resulted in otherwise unassailable terminations going south in court, and step-by-step solutions to prevent the worst-case scenario from unfolding.