The employer bill of rights a manager's guide to workplace law
Any employee can sue any employer at any time, and for just about any reason. There is no such thing as a bulletproof personnel decision. It’s no wonder businesses fear lawsuits from employees—they are costly in terms of time, money, and distraction. But fear not. The Employer Bill of Rights: A Ma...
| Autor principal: | |
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| Formato: | Libro electrónico |
| Idioma: | Inglés |
| Publicado: |
Berkeley, CA :
Apress : Imprint: Apress
2012.
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| Edición: | 1st ed. 2012. |
| Materias: | |
| Ver en Biblioteca Universitat Ramon Llull: | https://discovery.url.edu/permalink/34CSUC_URL/1im36ta/alma991009629365406719 |
Tabla de Contenidos:
- Title Page; Copyright Page; Dedication Page; Table of Contents; About the Author; Acknowledgments; INTRODUCTION Why I Am a Management-Side Lawyer; CHAPTER 1 The Employer Bill of Rights; 1. The Right to Hire on Qualifications; 2. The Right to Fire on Performance; 3. The Right to Control Operations; 4. The Right to Set Sane Work Rules; 5. The Right to Be Told When There Is a Problem; 6. The Right to Receive an Honest Day's Work; 7. The Right to Have Our Say Before You Form a Union; 8. The Right to Reasonable Notice for Special Requests; 9. The Right to Confidentiality
- 10. The Right to Be Treated with RespectA WORD ABOUT FOOTNOTES AND LEGAL CITATIONS; A WORD ABOUT OUR COURT SYSTEM; CHAPTER 2 The Right to Hire on Qualifications Hiring Without Fear of Lawsuits; Illegal Job Interview Questions; Age; National Origin; Criminal Records; Sex/Gender; Disability; Systemic Discrimination in Hiring Practices; Arrest and Conviction Records; Credit Histories; Employment Status; Age; Social Media; The Fair Credit Reporting Act and Background Checks; What Must an Employer Do to Comply with the FCRA?; Before You Get a Consumer Report; Before You Take an Adverse Action
- After You Take an Adverse ActionInvestigative Reports; What Information Must Be Excluded from a Report?; Other Unique Hiring Issues; English-Only Requirements; Personality Tests; Concluding Thoughts: A Chocolate Cupcake by Any Other Name . . .; CHAPTER 3 The Right to Fire on Performance Firing Without Fear of Lawsuits; Discrimination, Pretext, and Honest Beliefs; Pretext; Honest Beliefs; Courts Step In When Congress Will Not-Sexual Orientation and Gender Identity; The Sinister Reach of the Cat's Paw; Family Responsibility Discrimination; Public Policy; Who You Gonna Call (When You Are Sued)?
- Starting with the Basics-What Happens When An Employee Files A Discrimination Charge?You've Been Sued In Court. Is There Anything Else You Should be Doing?; What About Documents?; Concluding Thoughts: Document, Document, Document; CHAPTER 4 The Right to Control Operations Severance Agreements, Layoffs, Furloughs, and Plant Closures; Layoffs and Releases of Federal Age Discrimination Claims: The Older Workers Benefit Protections Act; Plant Closings and Mass Layoffs: The WARN Act; Special Wage and Hour Considerations for Furloughs and Other Modified Work Schedules
- The Rules Change (Somewhat) If You Have a Labor UnionConcluding Thoughts: Layoffs versus Furloughs; CHAPTER 5 The Right to Set Sane Work Rules Employee Handbooks and Other Workplace Policies; Prelude: A Rant about Forms; The Common Handbook Mistakes (and How to Fix Them); Illegal Overtime Policies; Vague or Missing FMLA Language; Bans on Salary Discussions; Missing No-Solicitation Policies; Missing At-Will and Other Disclaimers; Probationary-Period Provisions; Internal Grievance and Arbitration Policies vs. the Open Door; Progressive Discipline Policy; Missing Harassment Policy
- Alternative Dispute Resolution Policies
