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An occasional landmine for employers: ex-worker references

Just stick to the facts.

When pared to its essence, that is perhaps the best advice that can be given to any Ohio employer solicited for information concerning the aptitude, temperament and work-related performance of a current or former employee.

Training may help keep your company's environment hostility free

Your employees act as an integral part of your company. After all, you likely could not carry out all the necessary tasks that make your business successful without them. Because they play such a pivotal role in your operations, you certainly want to ensure that all of your employees feel as if they are part of a team and add value to your business.

While you may not have the chance to interact every one of your employees on a daily basis and likely delegate supervisory and managerial duties to other parties, you still have a responsibility to ensure that the workplace remains welcoming. If certain workers begin to feel that they are being mistreated, you could face claims of discrimination, harassment or other negative actions. However, you can take steps to proactively work toward a healthy work environment.

Workplace arbitration clauses prominently in the spotlight

Business owners and managers in every work realm across Ohio have a broad-based focus every single day at the workplace. Profit concerns are of course a front-and-center consideration, but so too are a host of other matters.

Fostering a motivated and secure workforce is one obvious focal point for principals of any enterprise. Key to obtaining that objective is the implementation of company policies that seek to minimize workplace conflict and legal disputes centered on matters like wage issues and discrimination.

Three tips to prevent a wrongful termination lawsuit

In this day and age, if someone feels they have been the victim of wrongdoing, their first inclination is to sue. In the workplace, an employee who has been fired may file a wrongful termination claim against the employer. Even if the employer had a just reason for letting the employee go, they’ll need to be able to prove this rationale in court.

There are certain measures an employer can take to demonstrate transparency over the course of their worker’s employment. Following these steps can help to clear up a legal issue more quickly and can even help to prevent a lawsuit altogether:

What’s the best way to provide for my kids after I’m gone?

Planning for one’s death is not usually a pleasant process. However, if you’re intending to leave an inheritance to any beneficiaries after you’re gone, it’s important to create an estate plan with their best interests in mind. There are different methods of leaving your assets to your loved ones, and you should have a clear understanding of the relative advantages of each.

Today we examine the three main methods of leaving assets for adult beneficiaries:

Notable survey results on special needs planning

Estate planning is a unique endeavor when undertaken by an individual or family in Ohio or elsewhere. No two estates are the same and, consequently the particular focus of a tailored and effective plan will be different in every case.

More specifically, one planner might be especially focused on clarity regarding inheritances to loved ones in a large blended family. Another might be chiefly concerned with the disposition of a family business. Other plans focus prominently on charitable giving, lawful tax avoidance or retaining privacy through trust execution. Some focus simultaneously on many related factors.

EEOC confirms employers under deluge of discrimination complaints

Just how busy are federal Equal Employment Opportunity Commission employees responding to phone, online and in-office complaints made by individuals across the country alleging workplace discrimination?

Very busy. "Overwhelmed" might be an opt descriptor for the sheer volume of discrimination charges filed with the EEOC during its most recent fiscal year.

How does FMLA affect your business?

Your business is running like clockwork. You may finally have a staff who keeps up with your growing clientele and works efficiently together. You know you may have to expand and hire more people in the future, but for now, you can devote yourself to other areas of the company.

Then one of your best employees announces the happy news that she will be having a baby. Or, perhaps, a worker confides that he is beginning treatment for cancer. Your worker requests time off, and you see the careful balance in your Ohio business begin to crumble. Are you required to provide time off for these workers, or can you simply replace them? What are your options under federal employment law?

Employers nationally contemplating ADA with uncertainty

Following is a hypothetical that many Ohio employers might reasonably consider with uncertainty and even notable stress.

Imagine that one of your workers has a medical condition he responds to by taking time off that is allowed him under the federal Family and Medical Leave Act. After using all of the mandated 12 weeks leave time afforded by the FMLA, he requests additional time off under the Americans with Disabilities Act, owing to his reportedly unimproved condition.

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