A manufacturing employee fails to follow proper procedure and damages an expensive piece of company equipment. An administrative aide uses a company computer to access pornography and causes a virus to infect the company’s computer system. A terminated sales person fails to return a company cell phone. These and similar scenarios are all too familiar to employers.
Wage and Hour
Yesterday, BLR® Senior Legal Editor Susan Schoenfeld, JD, explained some of the parameters of a proposed rule issued in January by the Office of Federal Contract Compliance Programs (OFCCP) that would change and modernize its existing sex discrimination guidelines. Today, Schoenfeld looks specifically at the proposed changes in the compensation realm.
This past January, the Office of Federal Contract Compliance Programs (OFCCP) issued a proposed rule to change and modernize its existing sex discrimination guidelines, which were originally issued in 1970. Today, BLR® Senior Legal Editor Susan Schoenfeld, JD, explains what these changes would mean for employers.
Yesterday’s Advisor discussed the wage and hour dangers of employee cell phone use; today, help with cell phone policies.
“It’s a case of perception vs. reality. The plaintiff perceives he (she) was disciplined, retaliated against, and harassed. The reality is different. He (she) was terminated for a legitimate, non-discriminatory, non-retaliatory reason by a professional, well-trained manager with supportive documentation.”
Timekeeping and Payroll Best Practices
McCutchen suggests HR managers pay attention to the issues below. McCutchen made her comments at the SHRM Annual Conference and Exhibition, held recently in Orlando.
Causes of Off-the-Clock Claims
- Paying shift time
- Failing to capture pre- and postshift work (booting up time, preshift meeting time, etc.)
- Automatic deductions for unpaid meal breaks
- Exception time reporting
- Paper timesheets
- Inconsistent time and payroll records