Managing Employees in Special Situations: Federal
Author: Amanda R. Gregurich
- Work-life programs combat absenteeism, boost productivity and morale and increase employee retention. See Challenges in Managing Employees.
- There is activity at the state and municipal level to ensure that employees with caregiving responsibilities have a "right to request" flexible working arrangements without fear of reprisal. See Right to Request Laws.
- Telecommuting aids in retaining employees, responding to emergent situations and recruiting for hard-to-fill positions. See Telecommuting.
- Part-time employees enjoy full protection under equal employment opportunity laws, retirement benefits, worker's compensation, health and safety and wage and hour laws. See Part-Time Employees.
- Generational diversity can affect recruiting, team-building, motivating and retaining employees. See Older and Younger Workers.
- Employers should enact policies that integrate workers with caregiving responsibilities into the workforce. Employers should follow antidiscrimination statutes and federal and state leave laws regarding employees' family and medical responsibilities. See Workers With Caregiving Responsibilities.
- A number of laws are applicable to workers with disabilities such as: ADA, ADAAA, FLSA, FMLA and GINA. See Workers With Disabilities.
- A medical condition may qualify an employee for coverage under both the ADA and FMLA if the condition is a disability under ADA and a serious health condition under the FMLA. See Workers With Disabilities and Coverage Under Both ADA and FMLA.
- Employers should guard against misclassification and other wage and hour claims when employing independent contractors, volunteers, interns and university externs. See Independent Contractors and Volunteers, Interns and University Externs.
- Employers may face challenges when hiring, onboarding and managing seasonal and temporary hires. See Seasonal, Temporal and Temporary Hires.
- Supervisors encounter potential employment, discipline and management issues when requiring probationary periods of employees. See Employees on Probationary Periods.
- Employers may not discriminate or retaliate against employees on leave. In addition, evaluating, disciplining or compensating employees on leave may result in confusion or uncertainty on the part of supervisors. See Employees on Leave.