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By Becki Haines, PHR, SHRM-CP on Wednesday, June 15, 2022
In the final of our two-part employment law series, several laws and violations were discussed. It is imperative that business owners and managers know and understand these laws and violations.
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Confused as to what’s appropriate or where the line might be in terms of religion at work? Take this quiz to guide you through the gray areas!
You may be rightfully concerned when an employee’s deteriorating health or apparent side effects of medications pose a potential safety hazard in the workplace. So what can you do?
To borrow and shamelessly embellish upon a line from Shakespeare: To curse or not to curse; that is the question. Turns out, the answer is up to you!
An employee approaches the owner of a large retail store to inform her that he has Post Traumatic Stress Disorder (PTSD) which will require time away from work for counseling. During the meeting, the owner doesn’t ask the employee if she can tell other staff members about this health condition nor does the employee specifically grant permission. Under these circumstances, can the owner share this information with others at work?
With preparation, common sense and an eye towards fairness and equality, business owners can recruit, select and hire great employees without running afoul of the law!