ACCOMMODATING ALCOHOLISM ON THE JOB by Don Phin A Legal Report from the Society for Human Resource Management went into depth about this unique challenge. Here are some guidelines for emp...

AVOIDING ADVERSE LEGAL DECISIONS by Carol Hammes Several months ago we addressed the potential for lawsuits associated with agency errors and omissions. Unfortunately, there are a number of other ...

INSURANCE AGENCIES AND THE EMPLOYMENT CIVIL RIGHTS LAWS OF CALIFORNIA AND THE NINTH CIRCUIT, PART 2 by Francis G. Willmarth This article addresses the latest trends regarding the employment ci...

PUNISHMENT BY COMPLAINT by Don Phin Many employers are easily frustrated by the amount of effort it takes to respond to even the most frivolous of employee claims. For example, if a disgr...

EEOC STATEMENT AND POLICY PROHIBITING ILLEGAL DISCRIMINATION AND HARASSMENT [Company Name] is committed to the principals of Equal Employment Opportunity and is committed to making employment decisio...

If you are a non-exempt employee, you may be qualified for overtime. All overtime must be approved of in writing by your supervisor. Please request an overtime authorization form.

A variety of laws govern extended employee absences. Many states have equivalent legislation. These federal and state laws share a common theme: The worker’s needs come first. In this document, Don Phin advises you to maintain compliance, and to go beyond the letter of the law to retain loyal workers.