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The U.S. Department of Labor has proposed big changes to the child labor regulations under the federal Fair Labor Standards Act. The DOL’s proposed rules would expand the list of jobs considered to be “particularly hazardous”—and off-limits—for 16- and 17-year-olds (and younger workers) to include working at poultry slaughtering plants, riding as passengers on forklifts, […]
We feel vulnerable to lawsuits because our brand-new supervisors and managers haven’t been trained. What guidelines do you give for the first few weeks?
What can we do to get our supervisors and managers to pay attention to documentation? We’re ending up too often with too little documentation to support our discipline and terminations.
In a ruling that will have huge repercussions regarding union organizing, the National Labor Relations Board has set broader guidelines for determining whether an individual is a “supervisor” under the National Labor Relations Act (NLRA).
We had a serious discrimination and retaliation claim. The underlying claim got dismissed but the retaliation claim stuck. I think there’s another one in the offing. How can we train our managers and supervisors to avoid retaliation?
We need to help our managers do a better job with discipline. What suggestions do you have for making the process more effective and less adversarial?
The U.S. Department of Labor (DOL) has published final regulations that implement changes to some teen worker employment rules. Effective Feb. 15, the rules expand protections for minors working in certain industries and performing certain tasks. Note that California’s child labor rules generally incorporate the federal regulations.