Fisical cliff, shmifical shmiff

Luckily, our partners at Holland and Knight understand the fiscal cliff WAY more than I do (which is not hard because I don’t understand it at all) and wrote this handy article to help you through the transitions. Seriously though, is there really a cliff involved? 

No-brainer firing requires more thought

What should they have done? Fire up those web browsers and click here to read the detailed recap of the case and find out.

Mo money, no problems?

Breaking news! A recent survey has revealed that employees want more money! (Except in Canada, where they want more time off… presumably to play hockey and make maple syrup.)

Are you not surprised? According to the article, “What Do Employees Want Most? More Money!” employees really should be more concerned about their retirement and other benefits… but they aren’t (kinda like how dentists think we should be more concerned about flossing… but we aren’t).

Whether your employees are pro more now or pro more later, it seems the general theme is that they want more.

Are raises in the future for your employees? Tweet us @hridiot!

The NLRB says employees can talk smack! 

Just when you started to forget about them, the NLRB is back to stir up trouble. Their latest bone to pick? An NLRB Administrative Law Judge found that prohibiting employees from making disparaging or defamatory comments during company time violated the Act because such a prohibition tends to “chill employees in the exercise of their Section 7 rights.” Also the judge found that the prohibition violated the Act because it did not clearly state that the prohibition does not apply during break time and not working hours. Pretty specific stuff over here!

 
The moral of the story is: be very, super-duper, extra specific when you word your social media policies. Check out your Model Policies and Forms guide for more information. To read more, click here.
  

New York

New Jersey

Massachusetts

Is sitting in your pajamas compensable time

Man, Hurricane Sandy sure is a pain. Not only is she getting in the way of your catching up on the new season of Downton Abbey, but now you have to figure out how to pay all your employees that couldn’t get into the office. Bummer! Don’t you wish we could just tell you what to do so you can get back to Mary Crowley’s wedding planning? Done!

 
Click here to read how to handle exempt employees, non-exempt employees, and telecommuters, as well as special requirements for Massachusetts, New Jersey and New York employers.

New Jersey

Newark employers – background checks need background checks?

I know you guys have a lot on your plate right now, what with that jerk Sandy ruining your trick-or-treating plans, so I will make this quick. Big changes are coming for the way Newark employers conduct background checks. As of November 18, covered Newark employers will only be able to use criminal background checks if you have:

• •  determined in good faith that the check is necessary due to the “sensitivity” of the position
• •  provided the applicant with the required notices
• •  made a conditional offer of employment.

Violations can result in fines up to $1,000, so you better batten down the hatches and prepare for tropical storm paperwork to hit your desks. To learn more about these new regulations, click here.