Say Goodbye to WFH Worries ūüôĆ

A few aspects of WFH you may not have thought about... and how to address them.

As we have shifted our way out of the pandemic, the long-term results are becoming clearly identified. Many of us have known for a while that remote work will be one of the lasting impacts of COVID-19... and our newfound love of the QR code (but this new love shall be left for another blog). This has caused employers to implement remote employee policies for both long-term and short-term arrangements.  Now that we are seeing trends and expanded complexities, it is important for employers to understand and update policies and best practices in order to protect their employees and business from any legal or financial repercussions.

 

When creating a remote work policy, it’s important to address state and federal laws that may affect your organization. Employers must determine whether they need to comply with state labor laws such as minimum wage and overtime requirements,...

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When to Use an Outside Investigator & Choosing an Outside Investigator

When to Use an Outside Investigator & Choosing an Outside Investigator

By Gene R. Thornton, Esq.  *

 

Whenever an employer receives a complaint of sexual harassment or other workplace misconduct, a prompt, thorough, and fair investigation should be conducted.  Following the investigation, appropriate remedial measures should be implemented.  That much is basic employment law and human resource management.  But who should perform the investigation?  Should it be done by the employer’s HR manager, office manager or safety officer, if any?  Should it be done by the accused employee’s supervisor?  Or should an outside investigator be retained and, if so, what qualifications should be sought in the outside investigator.

Simple Investigations—Outside Investigator Probably Not Needed

If the allegations concern performance issues, employee relations, then the employer can probably do without an outside investigator.  It will...

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