ASE is monitoring Michigan’s experience with recreational marijuana and its impact on the workplace. Though not providing too much in the way of new information a recent article provided by CCH Ideas and Trends puts a finer point on employer compliance responsibilities in states where recreational marijuana use is legal.
It’s anyone’s guess. Just last week the parties to the EEO-1 Component 2 lawsuit agreed that collection can stop. The trial court’s order last Monday February 10th stated that as of February 6, 2020, 88.8% of eligible filers have submitted EEO-1 Component 2 data for calendar year 2017, and 89.6% of eligible filers have submitted such data for calendar year 2018.
It may not be that widely known, but ASE has implemented remote working schedules for up to 75% of its staff. This is allowing ASE to downsize its total brick and mortar footprint, reduce facility costs, and also expand our reach to serve our members more directly for our training and networking programming.
In 1987 the Ontario government passed the Pay Equity Act (PEA). The Act describes the minimum requirements for ensuring that an employer's compensation practices provide pay equity for all employees in female job classes. It is only a gender-based discrimination law. The purpose of this Act is to redress systemic gender discrimination in compensation for work performed by employees in female job classes.
Former Michigan Governor, Rick Snyder, placed a ban on ban-the-box ordinances when it comes to cities in Michigan and other local governments limiting private employers from asking about criminal histories at any point in the hiring process. This legislation, Act. No. 84, heads in the opposite direction that many other states, cities, and local municipalities are heading. However, one city in Michigan, Grand Rapids, enacted a new “Human Rights” ordinance regarding discrimination...
For years, if not decades, the debate over whether Michigan’s Elliot Larsen Civil Rights Act (ELCRA) covers LGBT has raged. Court challenges have been the preferred method to change the law, but the courts have been split over whether the characteristic of Sex enumerated in the law was intended to also cover sexual orientation.
On December 20, 2019 President Trump signed into law the Setting Every Community Up For Retirement Enhancement Act of 2019 (the “SECURE Act”). This law has made significant changes to retirement planning and accounts by amending the IRS Code and ERISA law. Plan sponsors should understand the different provisions of the SECURE Act, some of which became effective on January 1, 2020.
A lot it seems. Starting in 2020 a number of new laws became effective. From additional leave for organ transplant to no more independent contractors (maybe), California is leading the way to more costly and complex HR problem identification/solution scenarios. The following is a list of new laws that HR now has to be aware of when administrating policies in California.
On Sunday, January 12 of this week the U.S. Department of Labor issued final rules updating and clarifying joint employer status for workers employed by “affiliated businesses under the Fair Labor Standards Act.” The Final Rule, which will take effect March 16, 2020, changes the pro-worker guidance about joint employment status issued in 2016. That 2016 DOL guidance broadened liability for joint employment and treated virtually all employees in franchise operations also as...
It is usually best to look forward, and not back at the past. However, as we head into this new year, and new decade, it is worth looking back at 2019 to see how much the number of lawsuits, both individual and class action, have grown in the background screening arena. According to statistics from WebRecon LLC, by the end of October 2019, the year was on track to break the record for the highest number of lawsuits brought by the FCRA.
In early December, fast-food chain Chipotle Mexican Grill settled a lawsuit in which a male employee alleged he was sexually harassed by his female supervisor. He also alleged that he was later subjected to retaliation by his supervisor after he reported her behavior. Chipotle has agreed to pay $95,000 to the employee and make substantial changes to their sexual harassment policies and training in order to settle the sexual harassment and retaliation lawsuit filed by the U.S....
As 2019 came to an end, the Trump National Labor Relations Board (NLRB) issued two more decisions rolling back the pro-labor decisions rendered during the Obama administration’s NLRB. These are NLRB decisions that apply to non-union employers as well as unionized employers.
In a highly technical environment, a major issue that has gained momentum in the growing wage and hour lawsuits is the determination of base pay wage rate for calculating overtime. The question is what needs to be included and what can be excluded for the overtime pay base wage rate. The new rule, which was published on December 16, 2019, will be effective as of 1/15/2020 and HR needs to be prepared for the updated calculations.
A new report by Paychex, Inc. identifies the top 10 regulatory issues that employers should be aware of and prepared for in 2020. As business owners and HR managers plan for the year ahead, the list outlines the compliance topics that should be kept top of mind as they are likely to shape the legislative and regulatory landscape of the next 12 months, especially heading into an unpredictable election year.
In a long running battle with the Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP), Oracle filed a complaint in the DC District Court that alleges “[t]he OFCCP has subjected Oracle to administrative proceedings that are unauthorized and impermissible, in violation of the law, and separation of powers.”