Employee engagement illustrates the commitment and energy that employees bring to work and is a key indicator of their involvement and dedication to the organization. Employees who are engaged are more productive, content and more likely to be loyal to an organization. When organizations put sound HR practices in place, they are more likely to discover that employees feel satisfied, safe and will work to their full potential...and that means they are more likely to stay put.
Liability is not usually imposed for alleged injuries relating to matters that are intended for public consumption. A person's date of birth and military record, for example, are both matters of public record that may be disclosed without invading his or her privacy. Commercial proprietors that regularly deal with the public receive little protection from disclosures that relate to the price of their products, the quality of their services, or the manner in which they conduct business. Under the First Amendment, business proprietors receive less protection of their privacy interests because the . Constitution seeks to promote the free and robust exchange of accurate information to allow consumers to make informed decisions.
Answer: An employer that violates a jury duty statute may be subject to penalties. Penalties vary from state to state, but in many circumstances, regardless of the penalty stated by law, a discharged employee may be able to file a lawsuit to recover back pay. In many states, an employer that penalizes or fires an employer can be charged with a misdemeanor. For example, in Colorado, such a violation is punishable with a fine of $250 to $1,000 or 3 to 12 months imprisonment, or both. In Massachusetts, a violation is punishable with a fine of up to $500 or up to 90 days imprisonment, or both. In other states, such as California, the misdemeanor entitles the employee to reinstatement, back pay, lost wages, and benefits.