They're not innocuous.
"[B]ake it into company culture."
Perhaps you're a female employee in an industry where companies pay full value for good workers, without regard to gender. That is of course only logical and how things should be in the American workplace, with no exceptions ever being made that harm women because they're … women.
Money, money, money.
In today's blog entry, we zero in on the above heading's reference to restrictive covenants from the comparatively narrow focus of so-called "noncompete agreements," which can occasionally comprise the central subject matter for a Connecticut court in a business litigation dispute.
Michael Trimble's disability is evident and well-established, but it seemingly had no connection with his ability to competently -- even admirably -- carry out his work-related duties at the Kroger supermarket chain's corporate offices in Portland, Oregon.
It's hard to imagine a bank -- candidly, any business in the United States, regardless of industry -- suffering through a tougher year than Wells Fargo did in 2016.
As an employee, you hope you're never faced with a dispute regarding your employer. Unfortunately, when it comes to wages and benefits you never know if something could go wrong. If this happens, you have every right to stand up for yourself.
Based upon any number of indicators, principals at the federal Transportation Security Administration have a fair amount of remedial work aimed at reputation restoration to do.
Here's a point that comes through with crystal clarity in a recent federal blog post authored in tandem by two U.S. Department of Labor administrators: some seriously high wattage will power the beam focused by federal regulators on any wage-based claim featuring allegations of employer retaliation.