New regulations proposed by the government would eliminate the current requirement that employees with an ADA grievance must show their condition actually makes it difficult for them to perform “activities of central importance to daily life.”
Here’s the report, from the HR Cafe.
Congress’s healthcare bill refers to disabled adults as “retarded” but Congress has exempted itself from the Americans With Disabilities Act.
No such luck for a Chicago hotel that recently had to pay the government $90,000 to get the Equal Employment Opportunity Commission to drop its attack because two supervisors referred to a disabled adult as “retarded.”
Payroll Solutions offers instruction in sensitivity training to help employers try to avoid problems like this. Ask your Human Resources Consultant about these services today.
The U.S. Department of Labor’s Wage and Hour Division reminds employers and employees that the federal minimum wage increases to $7.25 on Friday, July 24, 2009. With this change, employees who are covered by the federal Fair Labor Standards Act will be entitled to be paid no less than $7.25 per hour. This increase is the last of three provided by the enactment of the Fair Minimum Wage Act of 2007. A revised Federal minimum wage poster is now available for viewing, downloading, and posting. Every employer of employees subject to the Fair Labor Standard Act’s minimum wage provisions must post, and keep posted, a notice explaining the Act in a conspicuous place in all of their establishments so as to permit employees to readily read it.
While many companies may take the leave management “not so seriously”, research shows that poor leave management has had bad impact on business performance. It can impact project deliveries and employee morale negatively. Talent Junction blog says an electronic leave management system can help employers avoid late project delivery, legal issues, emotional turmoil related to leave, and unpleasant financial implications of poor leave management.
The New York Times recently examined the new billions the Obama administration is pouring into job retraining for laid-off workers, amidst growing concern that they fail to produce beneficial results.
One of the tougher jobs HR professionals have is managing “Paid Time Off” – a tool to reduce overtime cost by granting compensatory time to employees who work hard.
The Evil HR Lady offers her observation on this task in this article this week:
I’m going to tell you the Evil HR Lady’s First Rule of managing exempt employee time off: Don’t tell anyone what you are doing. Just do it.
Talent Junction blogs about HR. Recently they were asked to write an article for HR professionals on all this fancy new website technology we all keep reading about. Check out their posting on the topic here.
Managers, communicating with employees can be pretty simple if you do this: Be direct. Say what you mean, repeat it, and then wait to hear your thoughts repeated back to you. After all, it’s not communication until you hear back.
