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Symmetry Video Series

 

Motivating Employees: HR tips for getting employees motivated and engaged with your company.


Workplace policies: Recognizing the good, the bad, and the ugly

Employment policies: Do they keep organizations running smoothly? Or are they trouble waiting to happen? The answer to both questions is: sometimes. Business owners spend a lot of time working on policies they hope will lead to productive, fair workplaces. Often, though, policies can cause more problems than they solve. Adding to the dilemma, HR practitioners and legal experts don’t always agree on what makes a good policy.

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Absenteeism and Improving Employee Morale

Unscheduled absenteeism costs American businesses billions of dollars every year, according to the U.S. Bureau of Labor Statistics (BLS). There are myriad potential costs to take into account, including: • Overtime; • Paid sick days; • Use of temporary or “relief/reserve” employees; • Reduced productivity; • Poor quality of goods or services resulting from replacement workers’ inexperience or fatigue; • Administrative costs associated with absenteeism; • Time spent finding suitable replacements; and • Discipline and safety problems due to inadequately trained replacements.

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DOL Exempt Status & Pending Changes

There are two ways to classify an employee: exempt or nonexempt. Nonexempt employees are typically paid hourly (though it’s not required) and are eligible for overtime. Exempt employees are usually paid on a salary basis and are not eligible for overtime. Many employers like to classify their employees as exempt, pay a set salary, and avoid overtime. However, it is not that easy. In fact, classifying an employee incorrectly can result in massive fines and penalties for the employer.

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Legally Manage Your Exempt Employee’s Tardiness

With all the talk of moving the exemption status, we are seeing an up-tick in calls about managing issues with those employees who are exempt who struggle with employees straggling in late or not coming in at all is often at the top of the list of employer frustrations. The problem can lead employers to devise creative solutions, such as requiring management employees to clock in and even docking their pay when they’re late. But a solution that’s legal is more important than one that’s creative.

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Making your Company Uninteresting to Plaintiff Attorney’s

Want to avoid lawsuits? Make your own case in advance so you can be more confident a law firm won’t want to take your ex-employee’s case. Plaintiff attorneys assess the opportunity before choosing to represent a client: your company’s policies and practices can discourage their interest. You can make sure it would be a bad investment for the attorneys.

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Litigation Trends in Employment Law Part 5: Minimum Wage and Wage and Hour Laws & Providing Workplace Protections to Interns and Volunteers

This is the final installment. Thank you to all who’ve enjoyed the various challenges that employers will face in 2015 when it comes to managing, monitoring and maintaining their workforce. An employer that does not comply with its legal obligations faces numerous costs, including the time spent preparing and responding to litigation, investigating potential claims as well as harm to its business reputation. Numerous new laws have been passed on the federal, state and local level which will have a significant impact on the workplace and increase the risk that an employer will be subject to a lawsuit, civil fines or criminal penalties.

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Litigation Trends in Employment Law Pt 4 - Growing Acceptance of LGBT Rights and Same-Sex Marriage, Workplace Bullying and Addressing Domestic Violence

Over the last few weeks we have covered some of the biggest topics in trends we are seeing in employment litigation. These are issues that you can take precautions to protect yourself. This week we cover Growing Acceptance of LGBT Rights and Same-Sex Marriage, Workplace Bullying and Addressing Domestic Violence. In 2015 employers will face a number of challenging issues when it comes to managing, monitoring and maintaining their workforce. An employer that does not comply with its legal obligations faces numerous costs, including the time spent preparing and responding to litigation, investigating potential claims as well as harm to its business reputation.

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Litigation Trends in Employment Law Pt 3 - E-Cigarette Use in the Workplace, Reasonably Accommodating Pregnant Women, Wellness Programs Conflicting with ADA, GINA and FMLA

Over the last few weeks we have covered some of the biggest topics in trends we are seeing in employment litigation. These are issues that you can take precautions to protect yourself. This week we cover E-Cigarette Use in the Workplace, Reasonably Accommodating Pregnant Women and Wellness Programs Conflicting with ADA, GINA and FMLA . In 2015 employers will face a number of challenging issues when it comes to managing, monitoring and maintaining their workforce. An employer that does not comply with its legal obligations faces numerous costs, including the time spent preparing and responding to litigation, investigating potential claims as well as harm to its business reputation.

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Litigation Treds in Employment Law Part 2

This is part 2 of a five part series. In 2015, employers will face a number of challenging issues when it comes to managing, monitoring and maintaining their workforce. An employer that does not comply with its legal obligations faces numerous costs, including the time spent preparing and responding to litigation, investigating potential claims as well as harm to its business reputation. Numerous new laws have been passed on the federal, state and local level which will have a significant impact on the workplace and increase the risk that an employer will be subject to a lawsuit, civil fines or criminal penalties. Over the next few weeks we will explore the top trends in litigation facing business owners.

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What is The "Ban the Box" Trend?

In 2004, a grassroots movement called “Ban the Box” was created. In the decade since the start of the campaign it has picked up steam and many states and cities are considering passing or have already passed a Ban the Box resolution. What is it? And what do employers need to know? Ban the Box urges employers to remove questions about past criminal convictions on job applications so that people can be judged on their qualifications and skills first. The concern is that it is difficult for people with old and minor past convictions to secure a job.

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