Employers have to walk a fine line between ensuring that their employees have what they need to get the job done and protecting the bottom line. When workers have disabilities, the company will have to determine what reasonable accommodations it needs to make for the person. This is sometimes a complicated matter because there isn't a list of required accommodations.
Employment litigation is something that many business owners don't ever want to have to deal with. These cases can take considerable time and energy. In some cases, they are expensive to handle. It is always better to try to thwart situations that might lead to litigation. This isn't always easy, but the first step is having a solid employee handbook that is filled with policies that align with the law.
Workers sometimes need to take time off of work for medical reasons or to deal with a family situation. The Family and Medical Leave Act (FMLA) provides eligible employees up to 12 weeks of unpaid leave per 12-month period to handle covered issues. For employers, understanding what qualifies as a valid reason for the time off is necessary since denied claims that should have been approved can lead to issues.
You need to ensure that your business avoids any retaliation against employees who are participating in protected activities. It is easy to understand that a manager might get upset when a complaint is filed against them for something like violating wage and hour laws or harassment laws -- but they can't be permitted to act on those feelings in a way that could be construed as retaliation. Under the bounds of federal law, retaliation is something that can lead to litigation against your company.
Business owners hope that they will never have to deal with legal issues because of their company, but there are times when you simply can't avoid litigation. When this happens, you have to ensure that you know what your options are and how they will impact your business. You can't go into these situations thinking that you have the best answer because there might be options that you realize will work better once you start looking into things a bit more. We know that business owners in this position are likely ready to find out what is possible. We are here to help.
The Family and Medical Leave Act (FMLA) sets specific requirements for employees who need to take time off of work to deal with a serious medical issue or specific family events. If your employees come to you with an FMLA request, you must ensure that you handle the situation appropriately so that you don't face any litigation because of those actions.
Employers in Pittsburgh have to ensure that they are complying with federal and state labor laws, but they also have one more level of laws to consider. They must comply with city codes that provide some protections for specific workers. One group of individuals who have special protections is pregnant women.
Employment litigation is a serious matter for any small business. When you have a current or former employee who is making claims against your company, it can cast a negative light on the business even if you didn't do anything wrong. One area where you have to be especially careful is when you have to terminate someone. This event brings up very negative feelings for the person who is being let go.
One thing that all employers must do is ensure that employees always get their correct pay. Issues with pay will almost always cause problems with an employee. Some might understand when there is an error as long as it's corrected immediately, but others won't be so understanding. Business owners should have plans in place in case there is ever an issue over employee payroll. This may help reduce the likelihood that your company will face adverse legal actions.
Having to deal with legal matters is often inevitable when you have a variety of employees working for you.