The unemployment rate rose from 9.8 percent in September to 10.2 percent October, the highest jobless rate since April 1983, the Department of Labor’s Bureau of Labor Statistics reported.

Managers are often tempted to "sugar coat" the reasons when an employee is terminated for poor performance, particularly when hard economic times support the contention. But, according to attorney Allen M. Kato, a partner at the San Francisco firm of Fenwick & West, LLP, this could turn very sour if the employee is inclined to sue.

Several large employers in New York have received the vaccine for H1N1 flu (formerly known as swine flu), Businessweek reports.

A U.S. Congressman has introduced legislation that would require employers to provide paid sick leave to an employee if the employer tells the employee to leave work or stay home because he or she has symptoms of a contagious illness.

Labor productivity increased at an annual rate of 9.5 percent during the third quarter of 2009, the largest gain in productivity since the third quarter of 2003, according a preliminary report by the Department of Labor’s Bureau of Labor Statistics.

President Barack Obama last week signed legislation that makes several changes to the family military leave provisions of the Family and Medical Leave Act. Employers should act now to make the necessary changes.

Voters in Maine have voted to repeal a law allowing same-sex couples to marry in the state.

The U.S. Equal Employment Opportunity Commission has filed a lawsuit accusing an Arkansas-based trucking company of violating federal law by firing an employee after learning he was HIV-positive.

A Pennsylvania employee who admitted having effeminate mannerisms was severely harassed by his co-workers. When he threatened to sue, he said, he was soon terminated “for lack of work.” In court, he charged sex discrimination based on gender stereotyping, religious discrimination, and retaliation.

Nonfatal workplace injuries and illnesses among private industry employers in 2008 occurred at a rate of 3.9 cases per 100 equivalent full-time workers, down from 4.2 cases in 2007, according a report by the Department of Labor’s the Bureau of Labo Statistics.

Compensation costs rose 1.2 percent in the private sector from September 2008 to 2009, the smallest percentage change since the Bureau of Labor Statistics began conducting its compensation-costs survey in 1980.

The Equal Employment Opportunity Commission has created a new poster and supplement with information on the employment-related provisions of the Genetic Information Non-Discrimination Act of 2008 (GINA). The revised "EEO is the Law" poster also includes updates from the Department of Labor.

A group of Washington employees, unhappy with their supervisor, threatened to resign if their employer failed to fire her. When they walked off the job, the employer hired replacements. They then complained that they had been unjustly terminated.

President Obama has signed legislation that expands coverage of "exigency leave" and "servicemember caregiver leave" under the Family and Medical Leave Act.

When a female VP receives less pay and lower bonuses than her three male counterparts, is it fair play or gender discrimination? A Pennsylvania District Court recently reviewed a case raising that issue. Its decision illustrates some of the principles behind the Equal Pay Act (EPA).

A white New York employee complained that his African-American supervisor and the boss’s manager, also African American, made many racist comments about him. Furthermore, he sought a promotion that the manager seemed determined not to give him. When a black man with less experience got the job, the white employee sued.

A technician working in California is, like his colleagues, paid only from the time he arrives at his first customer’s home until he leaves the last customer’s home. He maintained that he and all other company technicians should be paid for the extra time, because they are required to perform some tasks before leaving home and additional ones after arriving home. He sued for violation of the Fair Labor Standards Act (FLSA).

This EEO poster supplement must be used by employers that continue to use EEOC 9/02 and OFCCP 8/08 'EEO is the Law'. A newer version of the EEO poster is also available (Rev. 11/09). The 11/09 poster and supplement contain information on Title II of the Genetic Information Nondiscrimination Act of 2008.

This article’s title is one of the mantras of Jeremy P. Shapiro, who presented a talk he called “When Good HR Metrics Go Bad, & How to Fix Them” at an annual Society for Human Resource Management seminar

Communications consultant Alison Davis, who stresses that she’s not a lawyer, understands all the risks of Web 2.0 media—but still feels that many companies should embrace their advantages. She addressed listeners of a recent BLR® webinar on the topic.

The main objective of this session is to make you aware of the risks of flu pandemics, the potential problems we could all face should we be hit with a pandemic, and the precautions you would need to take to keep yourself and your family safe. By the time the session is over, you should be able to understand what a pandemic is, recognize the risks, identify flu symptoms, prevent the spread of infection, prepare for and deal with a pandemic at work and at home, and know what to do if you get sick. Duration: 19 minutes.

The main objective of this session is to help you manage challenging employees more effectively. By the time the session is over, you should be able to identify challenges associated with supervising difficult employees, manage your own feelings effectively, create a positive work environment for all, and respond positively to challenging employees and treat them fairly. Duration: 20 minutes.

The objective of this training session is to provide you with important facts about substance abuse in the workplace and show you how you can help deal with this damaging problem. Duration: 31 minutes.

BLR's practical guide for preparing your workplace in the event of a pandemic outbreak.

This chart lists the Web pages that state governments created in response to the H1N1 flu (swine flu) outbreak.

Seven steps to more effective handling of difficult employees...

A sample communicable diseases policy with guidance on points to cover.

Sample Family and Medical Leave Policy

Sample standard and strict policy on Communicable Diseases, including H1N1 (swine) flu, seasonal flu, MRSA, tuberculosis, and other diseases.

The main objective of this session is to make you aware of the risks of flu pandemics, the potential problems we could all face should we be hit with a pandemic, and the precautions you would need to take to keep yourself and your family safe. By the time the session is over, you should be able to understand what a pandemic is, recognize the risks, identify flu symptoms, prevent the spread of infection, prepare for and deal with a pandemic at work and at home, and know what to do if you get sick.

Hazard Communication

The quiz document provides full text of the quiz questions and answers in Word format.

The speaker's notes document provides the script view of the training course, screen by screen, which can be helpful with preparing for and taking the course.

The speaker's notes document provides the script view of the training course, screen by screen, which can be helpful with preparing for and taking the course.

The speaker's notes document provides the script view of the training course, screen by screen, which can be helpful with preparing for and taking the course.

The speaker's notes document provides the script view of the training course, screen by screen, which can be helpful with preparing for and taking the course.

This Trainer's Guide will help you develop a training program to identify challenges associated with supervising difficult employees, manage your own feelings effectively, create a positive work environment, focus on problems, and respond positively to challenging employees.

This exercise supplements the How to Manage Challenging Employees PowerPoint training program and reviews strategies for managing challenging employees effectively.

This exercise supplements the How to Manage Challenging Employees PowerPoint training program and focuses on strategies for managing challenging employees effectively.