The New York Times recently reported that the economy is producing more goods and services now than it was in December 2007 when the recession officially began, and it’s doing so with five million fewer workers. If anyone is well aware of the increase in employee workloads it’s Human Resources. The number of Helpline questions regarding maximum hours worked, mandatory overtime, discretionary bonuses for salaried workers shouldering the work of those laid off, etc., has been on a rise since the recession began. And if the volume of those calls to the Helpline is any indication, there is no light at the end of the tunnel, at least just yet. Given this sustained trend, HR professionals are well advised to remind themselves of a few important compliance concerns.
Employers Group Blog Connection
A frequent conversation we all have on the Helpline regards what the laws and/or regulations tell an employer it may do regarding the extension of leaves, termination of benefits, or even termination of employment itself. Frequently, the employer feels that what the law says the employer may do dictates what it must do. "If the law tells me I may deny leave to an employee, then I guess I must." We would caution employers to take such a myopic look at the relation between employment laws and company policy.