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Employers who have employees sign an arbitration agreement, especially with wage-and-hour class action waivers, are having a tough time enforcing them.
Once again, the California Court of Appeal rejected an agreement as ‘unconscionable and unenforceable’.
Make sure you review any arbitration agreements with your attorney.
Courtesy of Jackson Lewis.
Towers Perrin recently published a study of over 86,000 workers around the world showing that only 21% of employees are ‘engaged’ (meaning, they have a total and complete dedication to their job and company).
More and more small businesses are looking for solutions to reduce employee turnover, and the best way do to that is to develop systems to engage your employees.
Today’s article in the Baltimore Sun explains.
There’s so much gloom and doom among employers when a employee files a harassment complaint. Much of is justified; however, when an employer handles the investigation properly, the results are (usually) justified.
In this case – an example of an employer doing the right thing – an appellate court recognized the Faragher/Ellerth defense of an employer (even though a jury thought differently).
From Ogletree Deakins.
Effective immediately, California employers with 25 or more employees must allow employees who have spouses in the military ten days of unpaid leave with that spouse is on leave.
This article, courtesy of Ford & Harrison, explains.
I generally advise clients to adopt a ‘bright line’ approach to employee romances; that is, prohibit supervisors from dating direct reports. However, other options are available, with the exception that businesses in California may not prohibit employees from dating (just supervisors dating direct reports).
You always need a plan when reporting to a manager. The most successful employees are able to adapt to their boss – thus ensuring their long-term success.
This article, from the Harvard Business Review via Business Week, explains.
The Workers’ Comp reforms enacted several years ago are beginning to show results, according to the Workers Compensation Research Institute.
Employers can also manage these costs on their own through wellness programs, worker awareness, and health prevention information.
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