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Showing 4 posts from May 2012.
GUIDELINES FOR HIRING MINORS
Hiring employees for temporary summer employment can be stressful for a small business that is short on time and swamped with the seasonal demands the summer can bring. Summer employees need to be trained quickly so that they can hit the ground running and start contributing to your success in as little time as possible. One advantage to seasonal hiring during the summer is that there is an abundant source of young workers who are off from school and able to fill many different positions. Their demand for wages is often lower because they are not supporting families of their own yet and their availability is very flexible because they are not in school. It is important that your business follow all legal requirements related to the hiring of young people in order to ensure that the company remains in compliance and is not subjected to penalties or fines. More >
Have employers gone too far?
The burgeoning backlash against employer monitoring of employee social media posts. More >
NLRB’s Continued Focus on Social Media
NLRB’s Continued Focus on Social Media, Use of Reinstatement Remedies to Protect Concerted Activity, and New Guidance for Employers Drafting Social Media Policies More >
The Professional Overtime Exemption
Earlier this month, Wal-Mart agreed to pay over $4.8 million in back wages and damages to employees across the country for failure to pay overtime wages as a result of an investigation of the U.S. Department of Labor. The Department of Labor found that Wal-Mart misclassified over 4,500 managers as exempt from federal regulations requiring overtime wages to be paid for work over forty hours per week. More >
