Even if an employer has knowledge of an employee's union activity, the discharge of that employee does not violate the National Labor Relations Act unless the e
Follow these tips to avoid the risk of defamation liability:
School districts.— All records and references relating to an allegation of a criminal offense committed by a school employee that did not lead to formal charges
Any person or corporation who fires, refuses to hire, or takes disciplinary action against an employee because of a child support withholding order or who fails
NO TITLE SHOWING
Long-term care facilities.— Specified long-term care facilities (see RECORDKEEPING above) must post a statement in their entrances or lobbies as follows: “Writt
Employees may be discharged without notice for violation of major rules and regulations such as:
One of the [Oranization]'s fundamental principles is Equal Employment Opportunity.
Explanation.When you are required to take disciplinary action against an employee, it is essential to create and keep a good record of what steps have been take
Explanation. Smoking is a hot issue in society today, and you, as an employer, need to make your stance on smoking in the workplace clear.
There are two schools of thought about providing employees with access to their personnel files.
Union employees.
After the employee has faced disciplinary action he or she communicates the grievance over this action to the union, and the union takes steps to resolve the gr
The following questions can be used to help determine the risk of retaliation charges when contemplating discipline or other adverse action against an individua
Presenteeism occurs when employees show up to work even though they are ill, only to demonstrate decreased levels of productivity and to place coworkers at risk
The transfer of the personnel file of an employee must be effectuated upon the written request of the employee.
An employee has the right to access only the employee's official personnel file (R2-5-105(G), as amended effective May 4, 2003).
An employee who knowingly commits a personnel practice prohibited by the public employment whistleblower protection law may be ordered by the personnel board to
A private or public employer who violates, refuses or neglects to comply with these provisions is guilty of a misdemeanor, punishable by a fine of at least $100
Health facilities.— See WHAT THE EMPLOYER MUST DO above.