Allowing employees to use their own personal electronic devices for doing work presents compliance concerns. From the human resources compliance perspective, employers’ concern is often focused on non-exempt employees being paid legally for working off the clock by responding to emails, texts, and phone calls after hours. Other compliance concerns include performance management, discrimination, harassment, privacy, and safety.
Bring your own Device (BYOD) is an area that all organizations are having to address more today then ever before. According to SHRM, in 2017 86% of employees used their personal smartphones for work. As we grow more and more reliant on technology and more accustomed to having information readily available, the desire to use one’s own personal device increases.
It is recommended employers (and their HR professionals) check their substance abuse policies to ensure they are up to date given some ongoing regulatory and judicial developments. Three developing substance abuse areas Michigan employers need to be aware of are:
Employers are faced with many concerns over the acts of employees and former employees that conflict with employers’ best interests. From starting a competing enterprise to stealing customers or clients, employers can address most of these situations with a good employment contract. The following outlines the various types of restrictive covenants employers can put in place to address these concerns.
Drug testing laws vary from state to state, and sometimes from city to city. It seems almost every day something is in the news about marijuana laws, and those laws are not always as simple as medical vs. recreational marijuana. New legislation has been passed in several states in 2017, and if your company has offices in other states, it is critical that you know the laws for each of your locales. Following are some of the updates from 2017:
For each advancement in work monitoring technology, personal privacy dissipates, and legal concerns grow. Security cameras, computer software that monitors keystrokes and computer use, and key fob sensors are now considered old compared to what is now available.
Many employees have signed non-disclosure agreements or non-compete agreements, but a love contract? With all the recent news around sexual harassment in the workplace, employers are taking a new, stricter stance on romance in the office.
Surprising all pundits including ASE, the National Labor Relations Board (NLRB or Board) came out with three decisions last week that were not expected until 2018.
Despite decades of experience trying to address sexual harassment in the workplace, the recent wave of workplace harassment complaints all over the media have put employers back on their heels. Supervisors and managers must know how to respond to a situation of harassment as well as the complaint.
With November arriving, so has the official start of the flu season. An outbreak of the flu in the workplace can cause significant reduction in productivity. Employers should educate their employees on how to avoid the flu and how their sick policies apply should an employee get sick.
Michigan Democratic Legislators are introducing legislation intended to curtail illegal deductions from pay. Any illegal deduction from pay is being called wage theft. Wage theft is described as the “denial of wages or employee benefits that are rightfully owed to an employee.”
Why should I run background checks on my applicants? What do other employers check on backgrounds? These are questions that I get quite often from our customers. “An ounce of prevention is worth a pound of cure.” ― Benjamin Franklin.
With Hurricane Harvey and Irma causing widespread destruction and also severe business disruption, employers everywhere should plan for disasters and disruptions caused by any form of natural disaster. What laws may come into play that the employer should be aware of?
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