Currently, the Coronavirus is slowing down in China but is seeing increasingly greater spreading to other parts of the world. As of Monday, Chinese official figures released showed there had been 409 new cases of the Novel Coronavirus and 150 new deaths from the outbreak in China, bringing the total confirmed cases to 77,150, with a cumulative death toll of 2,592.
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.
From technology to employee and applicant expectation, HR is never going to be the same. And depending on the administrations, additional costs and burdens will have to be accounted for, while working with a much smaller staff and budget. An election is coming up again-2016 déjà vu it seems. Technology is moving so fast, and budgets cannot keep up.
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.
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.
For remote workers, meeting engagement can be a challenge. If the meetings are mixed live and virtual, it may be difficult for the remote worker to participate or identify the signs of the atmosphere of the meeting, even if a video feed is used by the entire audience.
Is discrimination on the rise at the workplace? It appears so. According to a survey from Glassdoor and the Harris Poll of 1,100 U.S. employees across age groups, three out of every five workers have either witnessed or been a target of some form of discrimination at work, based on their age, race, sexual orientation, or gender identity. Yet EEOC filings have steadily decreased over the years.
At first blush, it would seem taking any action on a potential disability would violate the Americans with Disabilities Act (ADA). Many employers will do pre-employment medical exams specifically to spot potential workers’ compensation possibilities. Wouldn’t not hiring based on a potential issue of disability be discrimination per se?
Given that we are living in the 21st Century, women have achieved much in terms of equality in the workplace, but women are still being held back because of ignorance, economics, and the fact that societal norms are slow to change. Yet “sleeping to the top” still persists as an attack on women who have made achievements based on competency and hard work.
Likely yes, but the question is to what extent should it control the clothes worn to work. A new study by Randstad said 33% of employees responding would not only leave their job if they were required to follow a conservative dress code, but they would also forgo a $5,000 salary bump to be able to dress casually.
Although for 2019, employers with 100 or more employees are required to report Box 1 W-2 pay and hours worked for 2018 and 2017, that won’t be the case in the coming year. The EEOC is under a court order, although appealed, to collect this data. The EEOC is determined to collect both 2017 and 2018 data by end of September as opposed to pushing the reporting requirements to 2020 by collecting 2018 and 2019 pay data.
According to some studies the answer is no. A recent Harvard study found that wellness programs yield unimpressive results—yet over 80% of large organizations offer them. Why the poor results?
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