MRSC Insight Blog
Posts for HR Advisor
Loudermill meetings are often a source of frustration or concern, but in reality they are generally fairly simple to conduct. This post discusses some of the do's and don'ts for conducting a Loudermill meeting.
Important consequences flow from the determination that an individual is a "regular employee" as opposed to a temporary employee, seasonal employee, or independent contractor, and state law prohibits public employers from misclassifying employees.
When employees engage in social media, the line between workplace and personal conduct can be easily blurred. This post reminds public employers to revisit their electronic communication policies and establish guidelines and expectations concerning employee use of social media.
Unpaid furloughs are an attractive alternative to layoffs for some public employers. In 2010, the PERC's King County decision affirmed that employers are obligated to bargain both the decision to implement furloughs and the effects.
If an employer fails to take prompt and effective action to correct or end a workplace harassment issue, it can incur significant liability as shown in the 2010 court decision EEOC v. Prospect Airport Services.
Stepped-up enforcement from the U.S. Department of Labor highlights the importance for employers to ensure that employees are properly classified under FLSA, as well as the high monetary costs that can ensue if they aren't.
Elected officials can be subject to recall by the voters in certain situations. The court case In re Recall of Washam (2011) applied these principles to an elected official accused of violating county ordinances prohibiting certain employment practices, including retaliation against whistleblowers.