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Showing 4 posts from December 2013.
Drug-Free Workplaces, Followed by Drug-Free Benefits?
In recent years, policy makers in numerous states have considered banning welfare, unemployment benefits or workers’ compensation to employees or ex-employees who test positive for drug use. Proponents say that public monies should not be given to those who engage in illicit drug use and likely misuse payments on their addiction. Opponents say that these policies target the already-vulnerable who may be trying to get back on their feet and argue that drug testing procedures can be just as costly as the doled-out payments. The Kentucky legislature may take up the issue in 2014, as it has already showed interest in such measures during past sessions. More >
Thinking Outside the Box: Eliminating the Criminal Conviction Box from Employment Applications
As most employees and employers are aware, a standard employment application normally includes a box or line item for the applicant to document whether he/she has ever been convicted of a crime. In the employment relations realm, however, there exists a growing initiative to “ban-the-box” – meaning that job applications no longer ask about one’s criminal history. More >
The Christmas Conundrum, continued
On Monday we discussed the basic framework for providing employees with days off during recognized religious holidays. A related issue commonly presented during the holiday season is whether employees must be paid for their time off. More >
The Christmas Conundrum
The holidays are a joyous time of year, but many employers face the season with a certain sense of trepidation as their employees inevitably request time off work. As the holiday season kicks into full gear, now is a good time for employers to refresh themselves on basic guidelines for granting and denying employees’ vacation requests. More >
