March 2016

HR Strategies goes above and beyond in managing customized HR solutions for companies that are motivated to reduce costs by using HR Outsourcing. As a Professional Employer Organization (PEO), HR Strategies becomes your Payroll Processing Company and Workers' Compensation Outsourcing, handles your Employee Benefits, provides Human Resource Consulting, works with you on Human Resources Regulatory Compliance, and provides Human Resource Training, as well as many other related HR responsibilities.

Our professionals enable small business owners to focus on their core competencies, rather than focusing on running payroll, providing employee benefits, or the many other facets of human resource administration. We allow business owners to concentrate on their passion, without being distracted by countless human resources responsibilities.
He-Said-She-Said . . .
Finding Out What Really Happened

HR Stories From The Front Lines*

Have you ever received a “he said-she said” sexual harassment complaint? Did you reach a conclusion about what really happened? Read ahead to learn how one HR Director responded to an employee’s complaint of a manager exposing himself…

Read more

(*This incident really happened; but, names and other details have been changed.)

Stay Up to Date on the Latest Employment Legal Updates

2015 EEOC Litigation Date Released
$31.22 Million Jury Verdict Against Wal-Mart In Single Plaintiff Gender Bias Case
EEOC Issues New Procedures for Releasing Respondent Position Statements
ETA Of DOL's New Overtime Rule -- July 2016
The First ACA Reporting Deadlines Are Rapidly Approaching -- Are You Ready?
Is Your Organization A Joint Employer Under The New Department Of Labor Guidance?
NLRB Says Even Non-Union Workers Have The Right To Strike

Alabama: City-Specific Minimum Wage? Not In Alabama!
California: Are You Using E-Verify Properly?
California: California Employers Will Soon Know The True Meaning Of "Suitable Seating"
California: Guidance Issued by DFEH Regarding Handling Transgender Issues In The Workplace
Illinois: Are You Required To Post Information Regarding The Human Trafficking Helpline?
New Hampshire: Individual Liability For Violations Of New Hampshire’s Law Against Discrimination
New Jersey: Increases To Minimum Wage May Be On The Horizon
New York: Medical Marijuana Is Legal – What’s The Impact On New York Employers?
New York: New Regulations Provide Protections For Transgender Employees In New York
Oregon: It's Official -- Oregon's Minimum Wage Is Increasing
Vermont: Coming January 1, 2017 To A Workplace Near You – Paid Sick Leave
Virginia: New Job Safety and Health Protection Notice Available
West Virginia: It’s Official -- West Virginia Is The 26th Right To Work State

Liar, Liar, Pants On Fire

Brain Teaser

In the five years he has worked for C2T4 Company, Alfred (the Company's Bookkeeper), has been a nightmare employee. He calls out excessively and, when he does come to work, he routinely arrives late. In addition, Alfred has performance issues and regularly argues with his supervisor.

While reviewing Alfred’s personnel file, Isabel (the Company's HR Director) realized that Alfred lied on his employment application. The application states that Alfred worked for XYZ RVs for 10 years, but Alfred’s LinkedIn profile says he only worked there for 5 years.

The application contains the following statement:
I understand that any omission or misstatement of material fact on this application or on any document used to secure employment shall be grounds for rejection of this application or for immediate discharge if I am employed, regardless of the time elapsed before discovery.
Can Isabel terminate Alfred for lying on his application?
  1. Isabel’s good to go. He lied -- fire away
  2. Isabel has not reviewed every employee’s application and terminated every employee whose application contains a lie. Instead, Isabel should go through the normal disciplinary action to address the poor performance and behavioral issues.
  3. This statement says “…regardless of the time elapsed before discovery.” Even though it’s been a while, this statement gives the company the right to terminate.
View the answer.

Are Your Employees At Risk Of Losing
Their Religion In Your Workplace?
Manager Training

Like every employer, H.O.T.M. Casino has employees who claim they need some type of accommodation for their religious beliefs. While Steve, the HR Director, knows that employers are required to provide reasonable accommodation for religion, he is uncertain about whether accommodation is required for the following employees:

  1. Mara (an esthetician) who requested May 4th and every Friday off from work because under her religion, Jediism, working on the Sabbath and/or the religious holiday (May the Fourth) is prohibited;
  2. Hannah (a newly hired bartender) who came to her interview with her long hair flowing. Yet, on her first day of work, Hannah arrived wearing a hijab and asked for an accommodation to wear the hijab because of her religion; and
  3. Adam, Jacob, Joseph, and David (maintenance workers), who have asked that they be permitted to perform their daily prayers in one of the unused rooms on the Casino property.

Is Steve required to provide accommodation to any of these employees? Read More.

This information is provided by ePlace Solutions, Inc. which is solely responsible for its content. ePlace Solutions, Inc. is not engaged in rendering legal or other professional services. Federal and state laws are more complex than presented here. This information is simplified for the sake of brevity and is not a substitute for legal advice. ePlace Solutions, Inc. disclaims any liability, loss or risk incurred as a consequence, directly or indirectly, of the use and application of any of the contents of this information.

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