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    Textbook of Urgent Care Management: Chapter 15, Human Resources Overview: Key Labor and Employment Issues
    Textbook of Urgent Care Management: Chapter 15, Human Resources Overview: Key Labor and Employment Issues
    Textbook of Urgent Care Management: Chapter 15, Human Resources Overview: Key Labor and Employment Issues
    Ebook33 pages23 minutes

    Textbook of Urgent Care Management: Chapter 15, Human Resources Overview: Key Labor and Employment Issues

    By Laura Schiesl

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    About this ebook

    The Textbook of Urgent Care Management is now offering individual chapters for sale. The full book, provides an expert business consulting guide to potential or existing urgent care clinic owners, managers & operators as well as investors. Learn how to more effectively run your immediate care or walk-in center as well as start incorporating urgent care services into your existing primary care practice. The chapters cover valuable information from industry experts on how to start, manage, and even sell your urgent care center.

    Chapter 15 includes:

    Family and Medical Leave Act

    Americans with Disabilities Act

    Fair Labor Standards Act

    Title VII: Nondiscrimination Policy

    Title VII: Sexual Harassment
    - Recent Supreme Court Decision: Definition of Supervisor for Purpose of Title VII Harassment Claims
    - Recent Supreme Court Decision: Causation Analysis in Retaliation Claims for Purposes of Title VII Harassment Claims
    - Suggested Provisions for Sexual Harassment Policy

    Defense of Marriage Act

    Immigration Issues

    Social Media and Technology in the Workplace

    Independent Contractors
    LanguageEnglish
    PublisherBookBaby
    Release dateMar 15, 2014
    ISBN9781940288390
    Textbook of Urgent Care Management: Chapter 15, Human Resources Overview: Key Labor and Employment Issues

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      Book preview

      Textbook of Urgent Care Management - Laura Schiesl

      CHAPTER 15

      Human Resources Overview: Key Labor and Employment Issues

      Laura Schiesl

      from

      CHAPTER 15

      Human Resources Overview: Key Labor and Employment Issues

      Laura Schiesl

      THIS CHAPTER OUTLINES SOME key labor and employment issues that are relevant to the urgent care employer. The intent is to set forth some of the best employment practices that are instrumental in the urgent care marketplace and to suggest policies and procedures accordingly. No matter how big or small the urgent care company, having employee policies in place provides structure to the working relationship between the organization and its employees. Once the proper policies are in place, employee expectations are clearer, confusion about proper workplace conduct is decreased, and the company has more of a foundation to defend against disputes that may arise from the employment relationship. The policy suggestions and other best practices recommendations below in no way encompass the entire universe of employment practices that an urgent care employer should implement; however, these are necessary proactive steps to afford the employer and employee some of the important and required protections.

      FAMILY AND MEDICAL LEAVE ACT

      The Family and Medical Leave Act (FMLA) generally requires providing qualified employees up to 12 weeks of unpaid leave per year for the birth of a child; adoption of a child or placement of a foster child; care of a spouse, parent, or child with a serious health condition; or recovery from an employee’s own serious health condition. Employers with 50 or more employees are covered by the FMLA. In addition to FMLA protections, employees may also qualify for additional state protections. For example, qualified employees in California are also covered by the California Family Rights Act and the California Pregnancy Discrimination Act.

      Employees are covered if they have

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