As we wait for the OSHA guidance detailing how employers (over 100 in employment) can implement mandated vaccination for employees, employers need to keep in mind how they require vaccination and testing may impact proper pay for non-exempt employees.
With the many interruptions and re-prioritizations being forced upon employers due to COVID-19 for the past 18 months or so, employee development has lagged in many organizations. Employers and employees have had to work through:
Monday started the U.S Supreme Court's new year. Though it has some incredibly impactful cases in other areas of the law, it marks the start of this year’s docket looking at four workplace law questions.
Michigan’s Department of Labor and Economic Opportunity will award more than $30 million to employers for worker training and development. If your organization is pursuing 2022 funds to assist with short term training for both new and incumbent employees, applications are accepted September 20 – October 15, 2021.
For several reasons employee development is currently being left behind. One reported reason is training and development expenses have been significantly cut back during COVID-19. In addition to that, ASE is also hearing that employers are limiting employee training because of the labor shortage and business demands.
In 1894 Labor Day was formally established as a national American holiday to celebrate workers. Labor Day also marks the unofficial close of summer and the start of school.
Alternative Dispute Resolution (ADR) systems are probably not used as much these days as they should be by employers. That said, a Sixth Circuit Court of Appeals decision handed down this month demonstrates how a poorly thought-out ADR system did not help the employer as it should have.
As anticipated, the Biden Administration formally rolled back the wage and hour regulations narrowing the previous tests for joint employment status based upon Part 791 of 29 C.F.R. This will be effective September 28, 2021.
A “No Show, No Call” policy states simply if an employee is absent from work and does not call within a certain period of time the company will consider this abandonment of a job and a voluntary quit. In Michigan, our unemployment compensation law considers not calling and not showing up for work for three days a disqualification for unemployment benefits when a “No Show, No Call” policy is in place.
Every couple of years (or less) a lawsuit ruling is published that reminds and confirms the importance of employer policies and handbooks for protecting the employer. A recent example is the case handed down by Michigan’s Court of Appeals (6/24/2021) about an employee of Emmett Charter Township that over the years had been both an employee and an independent contractor for the Township.