Liability for workplace harassment, including racial, religious, disability, and sexual harassment, is increasingly a concern for private and public employers. How to react to allegations of workplace harassment is one of the trickiest questions facing human resources and other corporate managers today.
Whether you call it document retention policy, records management, or even document destruction policy, every employer should have one.
The first step in formulating any record retention policy is understanding the maze of federal and Maryland laws that underlie a compliant policy. In particular, employers must consider requirements pertaining to the federal and Maryland wage/hour laws, affirmative action, EEOC, Immigration, COBRA, The Family and Medical Leave Act, workers´ compensation, The Occupational Safety and Health Act, tax withholding, and New Hire Reports.
(Labor & Employment Newsletter – 2000) Bosses can be liable for workplace violence when they fail to prevent a known threat. Published in The National Law Journal, Copyright 2001, All Rights Reserved” View Article The above publication is saved in PDF format. You will need the free Adobe Acrobat Reader to view this document.
The Ocean Shipping Reform Act (“OSRA”), which was signed into law by President Clinton on October 14, 1998, is back in the news again, as Representative Henry Hyde (R.-Ill), Chairman of the House Judiciary Committee, has introduced a bill to amend that Act to eliminate antitrust immunity for ocean carriers. Hyde’s bill, called the Free…