The ETC HR and Compliance Blog

Allergy sufferers may offer temporary relief from the payment of OT wages but employers run the risk of $erious $ide Effect$. Let’s face it, everybody loves a good bargain. If you can reduce your labor costs by some neat trick, voila! You’ll have a bargain, in...

An up-to-date, compliant handbook is a viable first line of defense against huge litigation costs. The implementation of clear, concise policies that employees understand and managers apply consistently can help employees feel like they are being treated fairly and can reduce the number of claims...

The importance of documenting performance problems as they occur cannot be overstated. Although this requires meeting with the employee and discussing the issue, which will almost certainly be uncomfortable, it’s an employer’s best defense to a wrongful termination claim should the employee feel litigious after...

Question:  Do I have to keep my OSHA 300 logs up to date during the retention period? Answer:   Employers must retain all OSHA Forms for Recording Work-Related Injuries and Illnesses (300, 301, and 300A) for a period of five years following the end of the calendar...

Question:  We are considering a layoff due to an economic downturn in our industry. What exposure do we have if affected employees are current out on leave such as short-term disability leave and/or FMLA Leave? Answer:  Although an employee using medical leave will have protection and...

Don’t Believe Everything You Read (At Least, Right Now) ETC is pleased to be your eyes and ears into the compliance world, whether it’s the Affordable Care Act, Human Resource concerns, Department of Labor issues, anything.  In addition to monitoring the details and nuances involved in...

Question: Should we include detailed travel duties and working hours in our job description, or should we keep it more general? Answer: A position requiring a high volume of business travel or unusual work hours should have that detail included in the job description. Without that,...

Question:  An employee is on a six-week unpaid leave of absence. During her leave, the business has undergone several changes and her previous role no longer exists. We do have a different position for her upon her return, but we’re not sure how to address...