|
11/8/2005 - Legal Strategies for Employee Retention
Legal Strategies for Employee Retention
Retaining good employees will become an even more critical task for employers in future years. Shortages of qualified, skilled employees loom in the not too distant future due to the changing demographics of an aging workforce.
|
|
|
8/26/2005 - Harrassment Prevention
Education and Training: A Critical Part of Workplace Harassment Prevention:
Unlawful harassment continues to be a significant problem in many workplaces. Every employer should evaluate whether it has taken all appropriate steps to protect its employees - and its business - from the harm caused by harassment. An employer should not simply rely on the fact that it has a harassment policy and complaint process; it should include education and training in its harassment prevention plan
|
|
|
|
|
|
|
2/7/2005 - PRACTICAL TIPS FOR DEALING WITH EMPLOYEES LEAVE OF ABSENCE
PRACTICAL TIPS FOR DEALING WITH EMPLOYEES' LEAVE OF ABSENCE
Many employers struggle with the difficult legal issues that arise when employees are absent for health reasons. This article provides some practical guidance for employers as they consider their legal obligations and their business interests.
|
|
|
6/16/2004 - Obligations Under State and Federal Military Leave Laws
Employers should be aware of their obligations under state and federal military leave laws given continued calls to service of individuals who are members of the National Guard or Army Reserve, and the return of veterans of the Iraqi and Afghan conflicts. The Uniformed Services Employment and Reemployment Rights Act, 38 U.S.C. § 4301 et seq. (“USERRA”), which is intended to encourage participation in the uniformed service, provides substantial rights to employees called to military service.
|
|
|
3/4/2003 - Unemployment
If an employee asks about unemployment you should give them a fact sheet found on the DET website at www.detma.org or call 617-626-5400. Remember; do not promise unemployment benefits to departing employees, only DET decides if an employee is eligible for unemployment benefits.
|
|
|
