The U.S. Department of Labor has created apps to allow non-exempt employees to record their time on their iPhones and iPads.
For more on this app and how it may impact companies with hourly employees, read on past the jump.
If you guessed 15 minutes, you would be right, according to a recent decision from the Third Circuit Court of Appeals.
And you don’t need to point a gun at the employee’s head? A rusty fork in the doo-dads “knowing and intelligent” waiver based on a “totality of the circumstances” will suffice.
What are those circumstances? Find out after the jump.
Steroids are so 2010.
With high profile baseball players like Detroit’s Miguel Cabrera and Cleveland’s Shin-Soo Choo getting arrested this year for DUI, Major League Baseball aims to crack down on certain off-the-field conduct that could give the sport a black eye.
More on how this could factor into the upcoming collective bargaining agreement negotiations, after the jump.
On April 29, a unanimous three-member panel (including Member Hayes) agreed to set aside the results of an election that the Service Employees International Union lost by a 131-82 vote.
How is that good news for employers? Find out, after the jump.
More than a quarter of people surveyed from around the world are going online in their hunt for work, but many are growing nervous about the potential career fallout from personal content on social networking sites, according to a recent survey.
Highlights of this report after the jump…
Earlier this week, I wrote about a nurse who was fired and denied unemployment compensation benefits because, instead of medicating a patient, she was busy posting Facebook updates about a colleague who had soiled herself.
Oy!
But that’s nothing compared to the New England emergency room doctor who was fired for posting pictures of a patient on her Facebook page.
When will people every learn? More about the Facebooking doc and some tips for employers to avoid messes like these after the jump…
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In keeping with The Employer Handbook tradition (and so as not to reverse any good black and gold mojo), once again, I will follow a Bruins OT playoff win…
(cue the music…)
…with a look at an employee’s right to review his/her personnel file. Last week, we explored whether Pennsylvania businesses must cede to an employee request to review his/her personnel file.
After the jump, same question, different state: Delaware.
If you read this blog (or just about any other labor and employment law blog), you know that social media policies have fallen under recent heightened scrutiny because of the chilling effect they could have on employees discussing terms and conditions of employment (e.g., wages, hours, etc.) with each other online. Where there is no controversy, however, is that companies may discipline employees who shirk their job responsibilities and goof of online — especially while on the clock.
After the jump, it’s a decision from the Commonwealth Court of Pennsylvania denying unemployment compensation benefits to a nurse who was fired for using Facebook at work while she should have been medicating patients.
Whether you have a social media policy, been thinking about drafting one, or haven’t even considered it for your business (tisk, tisk), I have three great guidelines after the jump that you should consider for your employees. You’ll be glad you did.
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Hey all! As I promised last night on Twitter, I’ve got nothing left in the tank for this blog post after watching my beloved Bruins defeat the hated Habs in overtime of Game 7 last night.
So, I’ll keep this short and sweet.
After the jump, I answer a question that many HR folks in Pennsylvania have asked me? Do we have to give employees access to their personnel files upon request?
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