DAS HR Consulting, Pay Equity Analysis, Interim HR

FMLA Checklist

by Dr. Di Ann Sanchez | Apr 21, 2014 | HR Compliance, Human Resources, Talent Management

General Issues: Do you have a medical leave of absence policy? If you have an employee handbook or other benefit book, does it contain your medical leave of absence policy and the FMLA General Notice? Is one person or one department responsible for: Administering...

Four Types of Workplace Violence

by Dr. Di Ann Sanchez | Apr 15, 2014 | DAS HR Consulting Company News, Human Resources

Reducing Workplace Violence Starts with Understanding the 4 Types In order to mitigate the risk of violence in your workplace, it’s critical for you to understand the four main types of workplace violence that could compromise employee safety.

You Have a Right To Brag!

by Dr. Di Ann Sanchez | Apr 14, 2014 | Human Resources, Talent Management

Maintaining an updated resume in this rapidly changing career environment is essential for everyone! Whether you are a recent college graduate or a tenured 20-year business professional, ensuring your resume resonates with your current or target company’s needs...

Are Your Contractors/Temps REALLY Employees?

by Dr. Di Ann Sanchez | Apr 7, 2014 | HR Compliance, Human Resources

There has been recent focus on the whole questions of whether CONTRACTORS and/or TEMPORARIES are really EMPLOYEES and it is currently being audited by Department of Labor (DOL), U.S. Equal Employment Opportunity Commission as well as the Internal Revenue Service...

Are Informal Complaints Protected Activity Under the FLSA Retaliation Provision?

by Dr. Di Ann Sanchez | Mar 31, 2014 | HR Legislative Updates, Human Resources

Yes! The US Supreme Court found workers who complain to their employers about wage violations ARE protected from retaliation whether the complaints are oral or written. An oral complaint of a Fair Labor Standard Act (FLSA) violation is protected conduct under the...

What is Retaliation and How Do You Protect Your Company?

by Dr. Di Ann Sanchez | Mar 24, 2014 | Human Resources, Talent Management

To protect themselves against retaliation claims, companies should have documentation that the true reason for the adverse employment action was a legitimate and a non-discriminatory reason. The employee must prove three prongs: They engaged in a protected activity...