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:
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.
Victor Park West
19575 Victor Parkway, Suite 100
Livonia, MI 48152