Recently, there’s been lots of discussions about the average work week of an American worker. As an industrialized nation, work-life policies in the U.S. tend to lag behind other industrialized nations. Nowhere is this more clearly seen than in the basic construct of our work week.
One of the most basic supervisory/human resource responsibilities should be documentation of performance and disciplinary actions; however, it is often the most neglected. Notes and write-ups as well as formal performance reviews need to be consistently conducted and maintained on record by the employer.
With the passage of and impending enactment date (March 29, 2019) of Michigan’s new Paid Medical Leave Act, employers that are covered are hastily reviewing their existing vacation, sick, and personal time, as well as formal Paid Time Off benefits and policies to see how far off they may be from compliance with the new law.
One out of every three American adults currently are or previously have been in a workplace romance, according to a new poll released by SHRM—the Society for Human Resource Management. To help deal with the complications of workplace romance, many organizations implement love contracts.
Does your company effectively limit an employee’s right to sue? Michigan employers have the right to restrict the time an employee can bring wrongful employment practice claims under Michigan law. This may be accomplished through the use of a simple Limitation of Actions clause. The typical Limitation of Actions term states:
Employer law suits have increased over the years. And whether legitimate or not, they cost employers time and money. Many of these lawsuits are not triggered by blatant abuse of employment laws, but rather simple managerial mistakes.
Late Thursday, Governor Snyder signed the Minimum Wage law (SB 1171) that takes Michigan’s minimum wage to a maximum of $12.05/hr. in 2030 and removed the future indexing of the minimum wage to inflation. He also signed the Earned Sick Time law (SB 1175) that implements paid time off for employee or family member illness, injury, domestic violence, and sexual assault. The new law applies to employers with over 50 employees.
Michigan is the first Midwestern state to legalize the use of recreational marijuana by a vote of 56% to 44%. What does that mean for Michigan employers? The preliminary data from ASE’s Drug Testing and Marijuana Legalization Survey provides insight into employers’ first thoughts on where their policies and practices currently stand and what changes, if any, they are considering.
Flu season has arrived and one of the biggest hazards might be your own employees, or you. Why? People coming to work sick, otherwise known as presenteeism. According to an office team survey 70% of workers admit to frequently going to work sick.
You run pre-employment background checks on your candidates, and those that pass your company policies for screening are hired. Education and employment information that has been verified won’t change, but criminal records, driving records, and credit reports can change. How do you know if your employees still meet the necessary criteria for their job? Many employers are moving to a continuous screening process to aid in risk management.
ASE reviews dozens of employee handbooks each year along with hundreds of individual policies being written or updated by our members. One policy that does not get a lot of attention nor is found in many employee handbooks these days is a statement on union-free status.
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:
Victor Park West
19575 Victor Parkway, Suite 100
Livonia, MI 48152