Let’s say you own a logging company. You need to hire a new operator for heavy machinery, and the job is highly safety sensitive. Tim, a qualified heavy machinery operator with 20 plus years of experience, applies for the position. The interview goes well, and you offer Tim the position on the condition that Tim.
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Most employers are familiar with the Department of Labor’s overtime pay requirements. Non-exempt employees covered by the Fair Labor Standards Act (FLSA) are afforded special protections, including the payment of one and one-half time the employee’s normal pay rate for the hours worked over 40 hours per week. Under a new rule issued by the.
As more businesses consider changing their staffing models to include (or increase) the use of shared employees or staffing agencies, the Department of Labor (DOL) has proposed a rule to clarify the coverage of “joint employer liability.” The current the joint employer rule provides that, if an employee is shared by multiple employers, each employer.
Your employee, Billy, frequently leaves his work station during business hours to go outside for fresh air. Billy does this even though he knows that, under company policy, an employee who is absent from his/her desk (other than for work purposes, designated breaks and lunch) may be terminated. When you confront Billy regarding his absences,.
FOS’s Fall 2017 newsletter discussed the potential impact on employee non-solicitation agreements of the then-pending Wisconsin Supreme Court case, The Manitowoc Company v. Lanning. The potential is now the reality. On January 19, 2018, the Court decided Lanning, 2018 WI 6. The Court held that a contractual provision restricting a former employee’s solicitation of employees.