Goodbye Cake or Just Plain Goodbye?
Maybe you’re going to a competitor or maybe the boss is annoyed you’re leaving. Or maybe the company doesn’t want you hanging around reminding everyone you’re heading to something bigger and better. Whatever the reason, the company can send you out the door with nary a penny more than what you had earned up to that point with one exception — if you have a contract.
W. Garnett & Associates
Human Capital Management
1-888-884-3910
May An Employer Change Its Company Policies If The Company Is Being Hit Hard By It?
How does a company handle a company policy that is being hit hard by it? Your company has been hit hard by the flu this season, both H1N1 and seasonal. Although you’ve encouraged sick employees to stay home until they are symptom-free in order to avoid exposing what’s left of your healthy workforce to the flu, you’re concerned that you may not be able to afford to continue providing paid sick leave as required under your policy. Can you change your paid sick leave policy?
Read the full article linked below.
W. Garnett & Associates
Human Capital Management
1-888-884-3910
Does Your Company E-mail Policy Eliminate Litigation?
A recent federal court decision provides a text book example of how company e-mail policies when drafted and implemented properly can reduce or otherwise eliminate litigation.
Factual Background:
The plaintiff, Kevin Sporer contended that his former employer, United Air Lines invaded his privacy by viewing a pornographic video attached to an e-mail that Sporer sent from his work account to his personal account. Sporer also contended that United wrongfully terminated his employment. Sporer was a supervisor at the time of the discharge.
You can link to the full article below.
http://jshinn.wordpress.com/2009/10/10/will-your-company-e-mail-policy-eliminate-litigation/
W. Garnett & Associates, HR Consultant
1-888-884-3910
Vacation Policy Cannot Save Massachusetts Employers From Paying Accrued, Unused Vacation Time Upon Termination
In June 2009, the Massachusetts Supreme Judicial Court held that an employer could not rely on its vacation policy to avoid paying involuntarily terminated employees for unused vacation time. The decision confirmed a long-standing interpretation of the Wage Act by the Massachusetts Attorney General, and serves as a lesson to employers who mistakenly believe they can avoid paying accrued but unused vacation time upon termination merely by creating a policy that purports to give them authority to do just that.
Link to the full article below.
http://www.mondaq.com/article.asp?articleid=84318&email_access=on
W. Garnett & Associates, HR Consultant
1-888-884-3910
