Company documents that may be considered business reports or records and that are often used as evidence in employee litigation include:
Before making an employment decision based on off-duty misconduct, HR should consider the following guidelines:
Factors to consider in drafting an at-will disclaimer include:
NO TITLE SHOWING
School employees.— There are also specific prohibitions against discrimination against certain school employees (Title XII, Ch. 151B, Sec.
Formal grievance procedures typically establish the starting place for making an employee's complaint known.
The organization requests your cooperation in limiting out-going or in-coming personal telephone calls to an absolute minimum.
The growth in the Human Resources field over the last 30 years has been dramatic. To understand the various certifications that HR professionals earn today, a scorecard is necessary.
Some insurance companies offer coverage for acts occurring prior to the purchasing of EPLI.
A disorganized evacuation can result in confusion, injury and property damage.
Although state law does not dictate that employers have or not have progressive discipline systems, there is an area of interaction between state law and progre
How often employees are allowed access to their personnel files may be governed by state law, in which case your company must allow employees access to those fi
The transfer of the personnel file of an employee must be effectuated upon the written request of the employee.
A willful violation of any provision of the Merit System Act, including discrimination on the basis of religion, is deemed a misdemeanor (Sec. 36-26-47).
There are specific provisions in the deadly force law for federally licensed nuclear power facilities (Sec. 13A-3-23(a), as amended by S. 283, L. 2006).
Under Alaska's public records law, a state employee has the right to examine the employee's own personnel files and may authorize others to examine those files.
See ¶2-2500 for penalties that may apply under the state's human rights law.