It was thought by the founders that if the government was divided, it would likely be a push towards bipartisanship and compromise – a check and balance. But in recent times, bipartisanship on major issues has become extremely political.
Intermittent FMLA is one of the most difficult issues for HR professionals. It can be difficult to manage, and personal liability could attach if they interfere with FMLA leave. Therefore, a conservative approach is recommended. However, a recent Federal 6th Circuit of Appeals case (which covers Michigan) may provide some helpful guidance.
So, your nonprofit employee also wants to volunteer at your nonprofit? It can be done, but employers must make sure they don’t violate the law.
Employers that have multistate locations or just employees located in another state (including remote workers) need to monitor those state and local employment related laws and regulations to ensure their employee handbooks stay up to date and in compliance.
Pay transparency is a rock rolling downhill that is picking up steam. A number of jurisdictions have pay transparency laws with Illinois the latest state to require it. The findings of a recent survey by Talent.com of 2,000 employees shows that 98% of job seekers in New York City want to know a position’s salary before they apply. A Monster research project had similar findings, and 53% said they wouldn’t apply for a job without pay transparency upfront.
Last Thursday the U.S. Department of Labor (DOL) issued guidance to its regional administrators and field staff on remote worker rights on breastfeeding, breaks, and Family and Medical Leave practices. The DOL guidance states the Fair Labor Standards Act (FLSA) applies the same to remote/telework employees as those working at an office, retail outlet, construction site, or factory or other workplace.
A local Culver's is in trouble with the law for breaking laws protecting working minors. The company has to pay $13, 212 in civil money penalties for allowing crew members ages 14-15 to work longer hours than is legally permitted.
Updating your employee handbook is a critical annual initiative for an HR department. It ensures compliance with industry standards and federal and state laws.
Last week the Federal Trade Commission (FTC) blew the proverbial lifeguard whistle on employer non-compete agreements and said they were going to order “everybody out of the pool.”
In a time when labor hoarding is occurring in some sectors, yet in others, layoffs are happening, employers with H-1Bs need to follow a process or it could be a costly mistake in which an H-1B is not found to be properly terminated.
California is once again looking at making changes to how employers can use information from background checks in employment decisions. The California Civil Rights Department’s Civil Right Council released their most recent draft of changes to their Fair Employment and Housing Ace (FEHA) this past December. This update addresses proposed changes to the use of criminal history for employment decisions.
Although a number of new laws started January 1, there are three that stand out for HR professionals outside of all the pay transparency laws. These three laws were encompassed in the FY 2023 Omnibus Spending Bill, and all had bipartisan support.
Although it would be expected that the ending of the year should be a quiet one, the Biden administration is going out with a bang that will cause some heartache for employers. Below is a listing of some of the changes to expect going forward.
GINA or the Genetic Information Non-discrimination Act has been around for well over 14 years. It prohibits discrimination by an employer against employees or applicants because of genetic information. It also prohibits employers from using genetic information when making employment decisions and restricts them from requesting, requiring, or even purchasing genetic information as well as limiting disclosure of such information if they obtain it.
The Office of Federal Contract Compliance Programs (OFCCP) has submitted a new scheduling letter and itemized listing for review by the Office of Management and Budget (OMB) under the Paperwork Reduction Act (PRA). The present scheduling letter expires in 2023.
Many human resources professionals have experienced the worker that for one reason or another gets fed up and just walks off the job. It’s unfortunate and disrupting but also sets the machinations of employment policy and law in motion. A recent Michigan Court of Appeals case affirms that employees that walk off the job not only voluntarily quit, but also disqualify themselves from unemployment compensation benefits.
For the first time in four decades, the Michigan Democratic Party holds control of the state government. Employers have benefited from GOP control over the years as unfriendly employer legislation was bottled up in committees never to see the light of day. With the Michigan Legislature now controlled by a Democrat majority and a Democrat Governor there is not much to stop the flood of pro-labor legislation that has been held back for years.
No poaching agreements are arrangements between employers where the parties agree they will not hire one another’s workers. They are also illegal. Last week a healthcare staffing company entered a plea deal with the Department of Justice that held them criminally liable for having a deal in place with an un-named competitor to not raise wages of nurses working in a county school district and to not hire nurses from one another.
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