ASE is monitoring Michigan’s experience with recreational marijuana and its impact on the workplace. Though not providing too much in the way of new information a recent article provided by CCH Ideas and Trends puts a finer point on employer compliance responsibilities in states where recreational marijuana use is legal.
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.
It may not be that widely known, but ASE has implemented remote working schedules for up to 75% of its staff. This is allowing ASE to downsize its total brick and mortar footprint, reduce facility costs, and also expand our reach to serve our members more directly for our training and networking programming.
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.
For years, if not decades, the debate over whether Michigan’s Elliot Larsen Civil Rights Act (ELCRA) covers LGBT has raged. Court challenges have been the preferred method to change the law, but the courts have been split over whether the characteristic of Sex enumerated in the law was intended to also cover sexual orientation.
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.
As 2019 came to an end, the Trump National Labor Relations Board (NLRB) issued two more decisions rolling back the pro-labor decisions rendered during the Obama administration’s NLRB. These are NLRB decisions that apply to non-union employers as well as unionized employers.
A new report by Paychex, Inc. identifies the top 10 regulatory issues that employers should be aware of and prepared for in 2020. As business owners and HR managers plan for the year ahead, the list outlines the compliance topics that should be kept top of mind as they are likely to shape the legislative and regulatory landscape of the next 12 months, especially heading into an unpredictable election year.
Last month the Equal Employment Opportunity Commission (EEOC) concluded six years of litigation against a national retailer by settling for a $6 million dollar judgement and requiring the employer to change some of its pre-employment screening practices.
If you run employment backgrounds, you know the laws are constantly changing. Some states and cities have laws which are stricter than those of the Fair Credit Reporting Act. New York State and New York City are two such locations.
On November 4, 2019 the U.S. Department of Labor (USDOL) announced it would revise its fluctuating workweek rules. These rules apply to a fairly narrow segment of the total U.S. labor force. The revised rule would apply to salaried non-exempt employees whose hours vary each week.
Governor Whitmer has joined seven other states in proposing a higher salary level test for job exemption status. Currently Michigan’s exempt salary level test for executive, professional, and administrative positions is only $250/week or $13,000/year. A very low salary level to meet that particular exemption test. The federal salary level test for those same positions is now $684/week or $35,568/year.
Plaintiff-HR Manager worked for a chicken processing plant in Alabama. During the course of her employment she met and started dating a plant manager in the company’s processing complex. At that time, she did not report to the plant manager so technically she was not violating the company’s existing anti-fraternization policy.
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