Reminder of wage and hour rules:

1. As a result of the FLSA’s salary basis requirement, if as a result of the hurricane, you close for less than a full work week, you must pay an exempt employee for days that you are closed (unless an employee did not do any work for the company in the work week). However, you can require that an exempt employee use PTO during a day in which you close. Continue reading Avoid Wage and Hour Tsunami Following Hurricane →

As you know,  the EEOC has been attacking maximum leave provisions in leave of absence policies for quite some time.  According to the EEOC, maximum leave provisions violate the ADA. See http://blogs.duanemorrisinstitute.com/jsegal/date/201101

Now, the EEOC is going after attendance control policies. Please see summary of recent $20 million EEOC settlement with Verizon for allegedly not excluding absences covered by the ADA from its no fault attendance control policy. See http://www.eeoc.gov/eeoc/newsroom/release/7-6-11a.cfm Continue reading EEOC Attacks Attendance Control Policies →

Please see link to article I wrote for Businessweek on practical guidance for executives, managers and supervisors on use of and responding to social media: http://www.businessweek.com/management/social-medias-seven-deadly-sins-08092011.html. Feel free to forward as appropriate.

This blog should not be construed as legal advice, as pertaining to specific factual siutations or as creating an attorney-client relationship.