The post of the week is from HR World, and comes in anticipation of next week's season finale of the best show on TV, Lost: 10 Things Every Manager Should Learn from "LOST".
I've recently discovered the Delaware Employment Law Blog, another excellent employment law resource, which this week gives us some thinking points for what it considers the top 5 wage and hour issues facing employers.
The Labor and Employment Law Blog also writes on a hot topic in wage and hour law, how to properly handle unpaid internships.
Staying on the topic of wage and hour laws, The Business of Management asks if the $100,000-a-year employee really deserves to be paid an overtime premium.
Michael Moore, who recently relaunched his blog as the Pennsylvania Labor & Employment Blog, provides his thoughts on an issue that more and more people may take to heart with gas prices passing $4 a gallon, telecommuting. If I can digress for a minute, when I started law school, I paid $.90 a gallon (now I sound like my grandparents talking about 5 cent movies). Last night, I waiting in a line 3 cars deep across 8 pumps to pay $3.76, which was more than 20 cents lower than any other gas station I've seen.
The Laconic Law Blog has some helpful pointers on properly handling severance pay.
Another recently launched blog, Nolo's Employment Law Blog, reports on the Families and Work Institute's study on work-life issues (such as job flexibility, time off, and health and retirement benefits). Despite all of the ink spilled about the importance of work-life balance to today's employees, the study found that not much has changed in terms of benefits employers have offered in the last 10 years. One clear trend is that employers are shifting more of the cost of these benefits to employees. For example, 16% of employers provide maternity leave with full pay, compared to 27% ten years ago. Also, only 4% of employers pay the full cost of family health coverage, compared to 13% ten years ago.
Finally, the Connecticut Employment Law Blog gives its take on handling anonymous workplace complaints.