ChatGPT, and now GPT 4, and other similar artificial intelligence tools (AI) are proliferating through the marketplace. Unlike other disruptive technologies that would create new jobs to support it, AI may have the opposite effect. A study by Goldman Sachs reported that 300 million jobs may be lost due to AI. It may also be a wage suppressant.
Be wary if terminating an employee due to “fit.” In a case coming out of the U.S. Fourth Circuit Court of Appeals, the court found that the "not a good fit" approach may be a legitimate reason for termination, but many lawyers say this could lead to major liability for the employer.
An employee was terminated for performance reasons. Then they throw you a curve ball; they have cancer or need operable surgery that could rise to the level of ADA. You now have knowledge of it after you terminate the employee. What do you do?
For employers who must file an EEO-1 report, those with 100 or more employees or federal contractors or subcontractors with 50 or more employees, the demographic collection has been fairly consistent over the past 10 years. However, times are changing, and as more groups are lobbying to separate themselves from the traditional reporting demographic groups coupled with diversity requests, life is going to be more interesting for HR.
The 3rd Circuit Federal Court of Appeals recently reviewed the question of whether paid time off (PTO) is considered part of the salary of an employee. Specifically, does the docking of PTO violate the salary basis requirement for exempt employees under the FLSA? The court said no.
It was thought by the founders that if the government was divided, it would likely be a push towards bipartisanship and compromise – a check and balance. But in recent times, bipartisanship on major issues has become extremely political.
If an employee goes off on military leave, is the leave paid or unpaid? It depends on how the company covers other comparable leaves for non-military reasons.
Intermittent FMLA is one of the most difficult issues for HR professionals. It can be difficult to manage, and personal liability could attach if they interfere with FMLA leave. Therefore, a conservative approach is recommended. However, a recent Federal 6th Circuit of Appeals case (which covers Michigan) may provide some helpful guidance.
Pay transparency is a rock rolling downhill that is picking up steam. A number of jurisdictions have pay transparency laws with Illinois the latest state to require it. The findings of a recent survey by Talent.com of 2,000 employees shows that 98% of job seekers in New York City want to know a position’s salary before they apply. A Monster research project had similar findings, and 53% said they wouldn’t apply for a job without pay transparency upfront.
Artificial Intelligence or AI is becoming more common in a variety of HR practices, especially on the recruitment side of HR. At the same time, it is being bandied about by a variety of government organizations as being a hinderance to applicants and employees.
Affinity Groups, Employee Resource Groups (ERGs), and the like are hallmarks of diversity programs. Specifically, ERGs could consist of a variety of identities from African American, Hispanic, disabled, women, LGBTQ, and more. 90% of Fortune 500 companies have been reported to have at least one. Those who participate in ERGs believe they help move the needle with equality and inclusion in their workplaces.
A new survey by Forbes found that 8% of respondents left a job they liked to seek better health insurance. Another 20% decided to get a full-time job instead of a part-time job so they could get coverage. 31% of respondents with employer-sponsored insurance said they stayed with a job they disliked for the company’s health insurance.
In a time when labor hoarding is occurring in some sectors, yet in others, layoffs are happening, employers with H-1Bs need to follow a process or it could be a costly mistake in which an H-1B is not found to be properly terminated.
Although a number of new laws started January 1, there are three that stand out for HR professionals outside of all the pay transparency laws. These three laws were encompassed in the FY 2023 Omnibus Spending Bill, and all had bipartisan support.
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