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    <title>MBA News - Claims</title>
    <link>http://www.mbahro.com/Default.aspx?TabId=110&amp;rssid=1&amp;categoryid=13</link>
    <description>Claims</description>
    <ttl>60</ttl>
    <language>en-US</language>
    <generator>SunBlogNuke RSS Generator Version 4.7.2.0</generator>
    <pubDate>Sun, 05 Feb 2012 03:29:47 GMT</pubDate>
    <lastBuildDate>Sun, 05 Feb 2012 03:29:47 GMT</lastBuildDate>
    <item>
      <title>What Constitutes Harassment?</title>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/13/default.aspx">Claims</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/8/default.aspx">HR Outsourcing</category>
      <link>http://www.mbahro.com/News/tabid/110/entryid/134/What-Constitutes-Harassment.aspx</link>
      <description><![CDATA[ 
What Constitutes Harassment?
If you’re asking yourself what constitutes harassment on the job, this information will help you. When it comes to harassment in the workplace, awareness, communication and early intervention are essential. Each person in your company should be held accountable for reporting any cases and for making sure proper steps are taken. Harassment can come from a colleague, a supervisor, a subordinate or another person in the workplace, or even someone from the public.
 
Harassment is no simple topic. Early workplace harassment laws in the United States came from the Civil Rights Act of 1964 that prohibited discrimination based on race, color, religion, sex and national origin. At that time, it became illegal to harass people at work due to these traits.
 
What is Harassment? 

    Harassment is generally considered any improper conduct directed at someone that is taken as offensive, disturbing, or upsetting by that person. It would also be considered offensi ...]]></description>
      <dc:creator>MBAHRO</dc:creator>
      <comments>http://www.mbahro.com/News/tabid/110/entryid/134/What-Constitutes-Harassment.aspx#Comments</comments>
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      <pubDate>Mon, 25 Oct 2010 23:27:00 GMT</pubDate>
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    </item>
    <item>
      <title>Costs of harassment lawsuits </title>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/13/default.aspx">Claims</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/4/default.aspx">Employees</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/8/default.aspx">HR Outsourcing</category>
      <link>http://www.mbahro.com/News/tabid/110/entryid/113/Costs-of-harassment-lawsuits.aspx</link>
      <description><![CDATA[ 
Costs of harassment lawsuits
 
 
The number of, and costs of, harassment lawsuits have increased significantly over the past several years. These lawsuits cause major financial risks for employers. There are many steps that can be taken to help prevent sexual and other kinds of harassment claims.
 
It’s important to understand the costs of harassment lawsuits. If an employer loses a lawsuit, it may be responsible for:
 
 

    Court costs
    Punitive damages
    Compensatory damages (pain and suffering)
    Lost wages and benefits (back pay)
    Reinstatement (front pay)
    Plaintiff’s attorney fees
    Expert witness fees

 

Costs of harassment lawsuits can easily reach into the tens of thousands of dollars. Employers must regularly take steps to help prevent sexual harassment in the workplace and educate employees on the importance of this issue. Any problems that arise of a sexual nature should be handled reasonably and efficiently.
 ...]]></description>
      <dc:creator>MBAHRO</dc:creator>
      <comments>http://www.mbahro.com/News/tabid/110/entryid/113/Costs-of-harassment-lawsuits.aspx#Comments</comments>
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      <pubDate>Thu, 02 Sep 2010 20:23:00 GMT</pubDate>
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    <item>
      <title>Sexual Harassment in the Workplace – How to Avoid Claims Through being Prepared</title>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/13/default.aspx">Claims</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/4/default.aspx">Employees</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/8/default.aspx">HR Outsourcing</category>
      <link>http://www.mbahro.com/News/tabid/110/entryid/112/Sexual-Harassment-in-the-Workplace-How-to-Avoid-Claims-Through-being-Prepared.aspx</link>
      <description><![CDATA[ 
Sexual Harassment in the Workplace – How to Avoid Claims Through being Prepared
 
Employers must regularly take steps to help prevent sexual harassment in the workplace and educate employees on the importance of this issue. Any problems that arise of a sexual nature should be handled reasonably and efficiently. In order to successfully defend sexual harassment complaints, employers should be able to:
 

    Maintain a complete workplace sexual harassment policy
    Prove all employees were made aware of the policy
    Prove employees were provided with a formal complaint process to report such claims
    Provide documentation the situation was handled immediately upon notification of a problem
    Defend any claims an employee could be retaliated against for making a complaint

 
Here are some helpful tips for avoiding sexual harassment in the workplace claims:

     Make sure all employees understand sexual harassment will not be tolerated. Employers must ensur ...]]></description>
      <dc:creator>MBAHRO</dc:creator>
      <comments>http://www.mbahro.com/News/tabid/110/entryid/112/Sexual-Harassment-in-the-Workplace-How-to-Avoid-Claims-Through-being-Prepared.aspx#Comments</comments>
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      <pubDate>Wed, 01 Sep 2010 20:09:00 GMT</pubDate>
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    </item>
    <item>
      <title>Your Employee’s Work email expectation of privacy – New Supreme Court Decision adds some clarity.</title>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/13/default.aspx">Claims</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/4/default.aspx">Employees</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/12/default.aspx">FMLA</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/5/default.aspx">Laws</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/20/default.aspx">Risk Management</category>
      <link>http://www.mbahro.com/News/tabid/110/entryid/74/Your-Employee-s-Work-email-expectation-of-privacy-New-Supreme-Court-Decision-adds-some-clarity.aspx</link>
      <description><![CDATA[ 
Your Employee’s Work email expectation of privacy – New Supreme Court Decision adds some clarity.
The latest Supreme Court ruling help that a California police department’s review of sexually charged text messages sent by the officer to his wife and to his mistress from his employer-issued pager, did not constitute an invasion of the employee’s privacy. This overturned a previous ruling by the 9th Circuit. (Link to the full opinion in City of Ontario v. Quon).
 
As a business owner, you should take note that the Supreme Court’s decision was largely motivated by concept that the police department’s review of the messages was in line with its policy and was conducted for a valid business reason. Also, that the implications of the decision on the employees texts in this case could also be seen to apply to the work email expectation of privacy for the average employee.
 
The officer had exceeded the allotted monthly number of messaged approved for his tex ...]]></description>
      <dc:creator>MBAHRO</dc:creator>
      <comments>http://www.mbahro.com/News/tabid/110/entryid/74/Your-Employee-s-Work-email-expectation-of-privacy-New-Supreme-Court-Decision-adds-some-clarity.aspx#Comments</comments>
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      <pubDate>Mon, 28 Jun 2010 23:35:00 GMT</pubDate>
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    <item>
      <title>DOL says you may have to compensate employees for time spent putting on protective equipment required by law.</title>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/13/default.aspx">Claims</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/4/default.aspx">Employees</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/5/default.aspx">Laws</category>
      <link>http://www.mbahro.com/News/tabid/110/entryid/71/DOL-says-you-may-have-to-compensate-employees-for-time-spent-putting-on-protective-equipment-required-by-law.aspx</link>
      <description><![CDATA[ 
DOL says you may have to compensate employees for time spent putting on protective equipment required by law.
The new Department of Labor’s (DOL) Administrator’s Interpretation, issued by Deputy Administrator Nancy J. Leppink), concerns whether you have to pay for the time employees use to change put on and take off protective equipment required by law. It’s entitles “SUBJECT: Section 3(o) of the Fair Labor Standards Act, 29 U.S.C.  203(o), and the definition of clothes.” (Administrator's Interpretation No. 2010-2)
 


Under the Fair Labor and Standards Act, you don’t have to pay employees for their time spend changing clothes or washing at the beginning or end of each workday. But, this new Administrator’s Interpretation explains that safety equipment is going to be treated separately, and that changing into and out of protective equipment required by law is now time that your employees will be compensated for.
 
So, if your employees ar ...]]></description>
      <dc:creator>MBAHRO</dc:creator>
      <comments>http://www.mbahro.com/News/tabid/110/entryid/71/DOL-says-you-may-have-to-compensate-employees-for-time-spent-putting-on-protective-equipment-required-by-law.aspx#Comments</comments>
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      <pubDate>Tue, 15 Jun 2010 23:54:00 GMT</pubDate>
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    </item>
    <item>
      <title>Restaurant Employee Benefit Service Tips For the Small Restaurant</title>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/13/default.aspx">Claims</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/4/default.aspx">Employees</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/8/default.aspx">HR Outsourcing</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/9/default.aspx">Payroll Outsourcing</category>
      <link>http://www.mbahro.com/News/tabid/110/entryid/59/Default.aspx</link>
      <description><![CDATA[ 
Restaurant Employee Benefit Service Tips For the Small Restaurant
 
Small restaurant owners often find it difficult to compete for talent with larger restaurants regarding employee benefits. In an industry where 100-precent yearly turnover is the norm, most independent restaurants do not offer extensive benefits packages. By outsourcing your payroll and HR responsibilities to a professional employer organization (PEO), a small restaurant can level the playing field, and offer its employees the same benefits as a chain.
 
Frequently, things as small as direct deposit and a small benefit plans for dental and vision contribute to increased employee retention. Many restaurants see a change by letting an employee benefits service focus on these things for them.
Lower Premiums
The economies of scale provided by PEOs are helpful when procuring and administering health insurance benefits. By pulling all of its clients’ insurance premiums together and aggregating all of its worksite employ ...]]></description>
      <dc:creator>MBAHRO</dc:creator>
      <comments>http://www.mbahro.com/News/tabid/110/entryid/59/Default.aspx#Comments</comments>
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      <pubDate>Mon, 17 May 2010 22:09:00 GMT</pubDate>
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    <item>
      <title>Employee Benefits Cost Advantages to Restaurants that outsource HR</title>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/13/default.aspx">Claims</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/8/default.aspx">HR Outsourcing</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/5/default.aspx">Laws</category>
      <link>http://www.mbahro.com/News/tabid/110/entryid/61/Employee-Benefits-Cost-Advantages-to-Restaurants-that-outsource-HR.aspx</link>
      <description><![CDATA[ 
Employee Benefits Cost Advantages to Restaurants that outsource HR
When a restaurant considers outsourcing its HR functions, it normally takes into account some estimated employee benefits cost advantages. But many of the advantages go beyond having your employees take advantage of group benefits rates through the PEO company.
 
By using an outsource, restaurant owners can relieve themselves of the costly administrative burdens of managing:
 

    Claims management
    Direct Deposits
    Payroll Taxes
    Applying the complex laws governing wages and tips that can make managing restaurant payrolls extremely difficult to manage.

 
A PEO can help reduce the employee benefits cost and the risk of compliance penalties through:

    Arranging for competitive health coverage.
    Creating a I-9 compliance evaluation, which ensures that all employees are compliant with INS regulations and avoiding penalties.
    Performing a payroll process audit to make recommendations to st ...]]></description>
      <dc:creator>MBAHRO</dc:creator>
      <comments>http://www.mbahro.com/News/tabid/110/entryid/61/Employee-Benefits-Cost-Advantages-to-Restaurants-that-outsource-HR.aspx#Comments</comments>
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      <pubDate>Wed, 12 May 2010 22:14:00 GMT</pubDate>
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    <item>
      <title>Slip and Fall Workmans Comp – Tips for Risk Management for Restaurant Business Owners</title>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/13/default.aspx">Claims</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/4/default.aspx">Employees</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/8/default.aspx">HR Outsourcing</category>
      <link>http://www.mbahro.com/News/tabid/110/entryid/62/Default.aspx</link>
      <description><![CDATA[
Slip and Fall Workmans Comp – Tips for Risk Management for Restaurant Business Owners
Slip and Fall Workmans comp insurance covers the slips and falls, as well as occasional accidents, but accounts for one the fastest growing labor costs. Premiums for workmans comp have risen 50 percent nationwide in the last three years - the fastest pace in a decade, according to the New York City-based Insurance Information Institute.
 
Due to food handling and preparation, restaurants have to comply with more regulations and compliance issues than ninety percent of the general business population.
 
Today workplace health and safety is more crucial than ever before to a small business’s long-term success. Dealing with the unexpected, the Swine Flu scare, along with constant recession-driven layoffs, is driving the cost of workers’ compensation premiums.
 
Workmans Comp accidents cost money such as direct costs:

    Medical expenses
    Compensation expenses

There are indirect costs as w ...]]></description>
      <dc:creator>MBAHRO</dc:creator>
      <comments>http://www.mbahro.com/News/tabid/110/entryid/62/Default.aspx#Comments</comments>
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      <pubDate>Mon, 10 May 2010 21:11:00 GMT</pubDate>
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      <trackback:ping>http://www.mbahro.com/DesktopModules/SunBlog/Views/Handlers/Trackback.aspx?id=62</trackback:ping>
    </item>
    <item>
      <title>Are your discrimination claims going up? You need a HR outsource. Here’s why.</title>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/13/default.aspx">Claims</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/4/default.aspx">Employees</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/8/default.aspx">HR Outsourcing</category>
      <link>http://www.mbahro.com/News/tabid/110/entryid/40/Default.aspx</link>
      <description><![CDATA[Are your discrimination claims going up? You need a HR partner.  Here’s why.

USA Today recently ran an informative article, based on recently release  EEOC data, on why your discrimination claims are going up.  Understanding the effects of recent market and discrimination law  changes will help you better prepare for what’s ahead for you.
Contributing Factors to more claims:

    Changes to the Americans with Disabilities Act last year made it  easier for people with treatable conditions to say they are disabled  (epilepsy, diabetes, etc.) Legislation signed into law by President  George W. Bush before he left office directs courts to apply the  definition of disability more generously.
    We have a more diverse workplace with people from all over the  world and made up of many races.
    The economic environment seems to be contributing to employees  being more aware of their rights.
    Changes at the EEOC filing processes (and EEOC website) have  been made it easier for an employees to learn abou ...]]></description>
      <dc:creator>MBAHRO</dc:creator>
      <comments>http://www.mbahro.com/News/tabid/110/entryid/40/Default.aspx#Comments</comments>
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      <pubDate>Fri, 19 Mar 2010 02:50:00 GMT</pubDate>
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    </item>
    <item>
      <title>Why national unemployment levels mean legal hassles for you.</title>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/13/default.aspx">Claims</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/4/default.aspx">Employees</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/11/default.aspx">Layoffs</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/3/default.aspx">Uncategorized</category>
      <link>http://www.mbahro.com/News/tabid/110/entryid/44/Default.aspx</link>
      <description><![CDATA[Why national unemployment levels mean legal hassles for you.

As a business owner, you should understand that a significant level of  unemployment is the largest predictor of an increase in employee  lawsuits relative.

Understandably, employers face difficult questions and concerns during a  weakened economy

    What is the process for an employee’s layoff?
    Which employment laws are relevant?
    How can I avoid an employee lawsuit?
    How do I combat lowered employee morale?

A downsizing employer is expected to navigate a complex legal and  human resources minefield, and must get its answers right the first  time. Employers will increasingly seek legal guidance to minimize risk  when answering these critical questions and dealing with laws.

You may need compliance assistance (or a shoulder to cry on) during an  isolated layoff,
You should develop a strategic reduction-in-force plan while consulting  your legal resources. In this way, you can avoid looming legal hassles  that are charac ...]]></description>
      <dc:creator>MBAHRO</dc:creator>
      <comments>http://www.mbahro.com/News/tabid/110/entryid/44/Default.aspx#Comments</comments>
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      <pubDate>Sun, 14 Mar 2010 03:56:00 GMT</pubDate>
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    </item>
    <item>
      <title>What does PEO stand for?</title>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/13/default.aspx">Claims</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/4/default.aspx">Employees</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/8/default.aspx">HR Outsourcing</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/9/default.aspx">Payroll Outsourcing</category>
      <link>http://www.mbahro.com/News/tabid/110/entryid/45/Default.aspx</link>
      <description><![CDATA[What does PEO stand for? What is a PEO?
If you’re asking yourself, “What does PEO stand for?”, then you  should know that, professional employer organizations (PEOs) are in the  business of being an outsource for companies that want to focus on their  core business model. PEOs provide the ability to outsource:

    Human Resources
    Employee Benefits
    Payroll
    Workers’ Compensation

Many businesses today see the value in outsourcing the parts of their  business that don’t focus on their expertise at revenue-producing and  operational efforts.
A few benefits of using a PEO are:

    Lower payroll processing costs with higher reliability  concerning documentation and regulatory requirements
    Using their HR legal resources to lower their risk of employee   lawsuits
    Professionally dealing with compensation and unemployment  insurance claims.
    Improved employment practices, compliance and risk management to  reduce liabilities.
    Access to a comprehensive employee benefits packag ...]]></description>
      <dc:creator>MBAHRO</dc:creator>
      <comments>http://www.mbahro.com/News/tabid/110/entryid/45/Default.aspx#Comments</comments>
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      <pubDate>Sat, 13 Mar 2010 03:57:00 GMT</pubDate>
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    <item>
      <title>Having an employee sign a separation agreement doesn’t cover you completely.</title>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/13/default.aspx">Claims</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/11/default.aspx">Layoffs</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/10/default.aspx">Terminations</category>
      <link>http://www.mbahro.com/News/tabid/110/entryid/48/Having-an-employee-sign-a-separation-agreement-doesn-t-cover-you-completely.aspx</link>
      <description><![CDATA[Having an employee sign a separation agreement doesn’t cover you  completely.

If you offer a severance, a separation agreement and general release is  essential to secure the release of employment-related claims.

Keep in mind that not all claims can be released by an employee,  Including:

    Wage and hour claims
    Certain workers' compensation-related claims
    Family and Medical Leave Act (FMLA) claims (courts are split  over this issue).

Additionally, an employer cannot bar an employee from filing a charge  of discrimination (although it can prevent an employee from obtaining  related monetary relief thereunder). Because of varying local/state  employment laws, employers should be encouraged to seek outside counsel  for separation agreement drafting and review.

A separation agreement should be clearly written and must comply with  local, state, and federal law. Important factors must be considered when  negotiating severance and drafting a separation agreement.

Modern Business  ...]]></description>
      <dc:creator>MBAHRO</dc:creator>
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      <pubDate>Fri, 12 Mar 2010 04:02:00 GMT</pubDate>
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    </item>
    <item>
      <title>Employee discipline documentation is your friend when preparing for a lay off.</title>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/13/default.aspx">Claims</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/4/default.aspx">Employees</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/11/default.aspx">Layoffs</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/10/default.aspx">Terminations</category>
      <link>http://www.mbahro.com/News/tabid/110/entryid/50/Default.aspx</link>
      <description><![CDATA[Employee discipline documentation is your friend when preparing for a layoff.
Documentation of employee discipline is critical when building a list  of potential candidates for a lay off. Employee discipline  documentation is one of the most important aspect to adding credibility  to recommending an “inflexible” or “weak link” employee for a layoff  list.

However, it is too often the case that management cannot support its  rationale with documented employee discipline. In those instances, the  employer's decision about who to include in the lay off can be used by  former employees to bolster discrimination allegations. Document your  poor performers before considering a layoff.

Fighting costly legal battles can quickly offset savings achieved during  a layoff. A June 2008 Supreme Court decision has made lay offs even  riskier for employers. In Meacham et al. v. Knolls Atomic Power  Laboratory, the court determined that an employer must bear the burden  of proving the "reasonableness" of factors other  ...]]></description>
      <dc:creator>MBAHRO</dc:creator>
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      <pubDate>Tue, 09 Mar 2010 04:04:00 GMT</pubDate>
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      <title>Benefits of Performance Appraisals include Compliance Protection</title>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/13/default.aspx">Claims</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/4/default.aspx">Employees</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/8/default.aspx">HR Outsourcing</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/11/default.aspx">Layoffs</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/10/default.aspx">Terminations</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/3/default.aspx">Uncategorized</category>
      <link>http://www.mbahro.com/News/tabid/110/entryid/51/Benefits-of-Performance-Appraisals-include-Compliance-Protection.aspx</link>
      <description><![CDATA[Benefits of Performance Appraisals include Compliance Protection
A performance appraisal system, when properly managed, provides you  with a means of measuring, maintaining, and improving your employee’s  job performances. Through the job performance appraisal program, your  company can:

    Validate hiring decisions
    Recognize employees' job performance strengths and weaknesses
    Identify employees who are ready for promotion or greater  responsibilities
    Assess training needs

From a compliance perspective, you should be able to rely on  performance appraisals to justify the full range of personnel decisions,  including discipline and termination actions.

For example, if a performance appraisal reflects poor job performance by  the employee and this employee is later terminated, the you can point  to the performance appraisal to show the employee was not performing to  standards. If, however, an employee with overall weak performance is  given a good or even average appraisal, and  ...]]></description>
      <dc:creator>MBAHRO</dc:creator>
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      <pubDate>Sat, 06 Mar 2010 04:06:00 GMT</pubDate>
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      <title>How to avoid age discrimination issues during layoffs.</title>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/13/default.aspx">Claims</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/8/default.aspx">HR Outsourcing</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/11/default.aspx">Layoffs</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/10/default.aspx">Terminations</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/3/default.aspx">Uncategorized</category>
      <link>http://www.mbahro.com/News/tabid/110/entryid/52/How-to-avoid-age-discrimination-issues-during-layoffs.aspx</link>
      <description><![CDATA[How to avoid age discrimination issues during layoffs.

There are a variety of reasons for an employer to offer severance to an  employee who is separating from employment (e.g., to settle threatened  or actual litigation, as a goodwill gesture in the event of a layoff),  but in virtually all situations, the employer is going to insist that  the employee sign a release as a condition to receiving the settlement  payment.

This article outlines some of the most important issues, specific to age  discrimination, employers should consider when drafting such waivers.  In all circumstances, it is advisable that outside counsel review all  agreements.

The Age Discrimination in Employment Act (ADEA) has a list of  requirements that must be incorporated into your release. They focus on  making sure the departing employee does not waive any right or claim  under ADEA unless the waiver is “knowing and voluntary”. This means the  release must:

    Be "written in a manner calculated to be understood ...]]></description>
      <dc:creator>MBAHRO</dc:creator>
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      <pubDate>Fri, 05 Mar 2010 04:07:00 GMT</pubDate>
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      <title>Get help assessing your worker’s compensation claim history so you don’t ruin your bottom-line this year. Here’s how.</title>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/13/default.aspx">Claims</category>
      <link>http://www.mbahro.com/News/tabid/110/entryid/17/Default.aspx</link>
      <description><![CDATA[Get help assessing your worker’s compensation claim history so you  don’t ruin your bottom-line this year. Here’s how.

As a large business executive, you may be considering the use of a PEO  to help mitigate your workers’ compensation risk exposure. In today’s  market, large companies are requesting assistance from their PEOs to  determine their worker’s compensation loss potential and whether  self-funded types of insurance programs are right for them.  Savvy  Professional Employer Organizations have developed specialized services  that cater to this topic, specifically to large businesses.

Your company may be utilizing a self-funded, or partially self-funded,  workers’ compensation insurance program in an attempt to secure cost  savings. These programs provide large clients with a cost saving  alternative to traditional insurance.

This means you are retaining a portion of the risk of loss from claims  expenses rather than transferring the risk to the insurance company.

With the wrong circumstanc ...]]></description>
      <dc:creator>MBAHRO</dc:creator>
      <comments>http://www.mbahro.com/News/tabid/110/entryid/17/Default.aspx#Comments</comments>
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      <pubDate>Wed, 10 Feb 2010 22:05:00 GMT</pubDate>
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      <title>Benefits of Performance Appraisals include Compliance Protection</title>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/13/default.aspx">Claims</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/4/default.aspx">Employees</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/8/default.aspx">HR Outsourcing</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/5/default.aspx">Laws</category>
      <category domain="http://www.mbahro.com/news/tabid/110/categoryid/11/default.aspx">Layoffs</category>
      <link>http://www.mbahro.com/News/tabid/110/entryid/4/Default.aspx</link>
      <description><![CDATA[Benefits of Performance Appraisals include Compliance Protection
A performance appraisal system, when properly managed, provides you  with a means of measuring, maintaining, and improving your employee’s  job performances. Through the job performance appraisal program, your  company can:

    Validate hiring decisions
    Recognize employees' job performance strengths and weaknesses
    Identify employees who are ready for promotion or greater  responsibilities
    Assess training needs


From a compliance perspective, you should be able to rely on performance  appraisals to justify the full range of personnel decisions, including  discipline and termination actions.

For example, if a performance appraisal reflects poor job performance by  the employee and this employee is later terminated, the you can point  to the performance appraisal to show the employee was not performing to  standards. If, however, an employee with overall weak performance is  given a good or even average appraisal, and the  ...]]></description>
      <dc:creator>MBAHRO</dc:creator>
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      <pubDate>Wed, 13 Jan 2010 21:18:00 GMT</pubDate>
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