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Comprehensive guidelines to An Employer's Guide to FMLA and ADA, Employee Benefits - An Employer's Guide, Employment Verification: Immigration, Form I-9, and E-Verify, Hiring, Firing and Discipline, Wages and Hours - An Employer's Guide and Workpl...Learn more
We are pleased to present a webinar concerning cybersecurity with the author of both the Tennessee Human Resources Manual and the Virginia Human Resources Manuals, Andrew Wampler with Wilson Worley LLP.
In this presentation, we will cover:
1. Cybersecurity issues as they relate to business/employment law
Legally mandated family leave policies have a relatively short history in the United States, and a requirement that the leave be paid is even shorter. In 1993, Congress enacted the Family and Medical Leave Act (FMLA) after finding that employees were having to choose between working and taking care of their family members. The purpose and goal of the FMLA is to assist employees in balancing work demands and family needs by providing eligible employees with 12 weeks of unpaid leave under certain circumstances and to promote equal employment opportunities by granting leaves on a gender-neutral basis.
Though United States lags behind most of the world on paid family leave laws, these types of laws are quickly gaining ground. Much like the recent rise of paid sick leave and “ban-the-box” laws, this movement has begun on the city and state level. Here is a breakdown of some current state-mandated paid family leave laws:
Fiona Ong is the author of the Maryland Human Resources manual, which can be purchased as a hard copy or online at hrsimple.com. She’s a wonderful writer and a great person to work with, so Fiona is our very first author in the HRsimple Spotlight! The HRsimple Spotlight is a new series we are beginning to introduce our readers to the authors, editors, attorneys and all of the other brains behind your beloved HR resource. We hope you enjoy learning about Fiona, and all of those to come!
With the election approaching, and presidential campaigns underway, the water cooler discussions have already started. While it is natural for employees to discuss current events at the workplace, how far should the political discussions reach? What are an employer’s obligations to keep the office politics free?
Have your employees been going the extra mile lately? What if they’re clocking in the equivalent of a marathon in hours? If you’re looking over your timesheets and notice that your star employee racked up a whopping 55 hours last week, it’s time to get familiar with the legal requirements of overtime pay. You’re going to need to calculate overtime whether or not the hours your employee worked were authorized by management.
(Note: information in this article is applicable to hourly, non-exempt employees. For a more in-depth analysis of overtime pay, including regular rate of pay and exempt employees, check out the newly updated Wages and Hours – An Employer’s Guide.)
Kastner Westman & Wilkins recently took over our Ohio Human Resources Library. We’re excited to be working with them, and we think you should be too! Keep reading to learn a little more about this amazing Akron-based firm:
February 14th is quickly approaching and it brings with it a whole slew of troubles for employers. Aside from the usual romance in the workplace issues, employee attendance, harassment, and office parties can all cause an employer a good amount of trouble:
When you think about workplace safety, you probably picture injuries and accidents, but in reality, safety means much more than that. The hardest aspect of having a safe workplace is thinking about the unexpected threats, the freak incidents as well as the hidden everyday dangers. Employers can be intimidated by the Occupational Safety and Health Act (OSH Act) because a majority of it applies to very specific industries.
This list is meant to help the everyday office become a little bit safer. Take a minute to make sure you are doing all you can to keep your staff safe!
In the last year, we have seen a rise in wearable technology. From the newly released Apple Watch to the spread of Bluetooth devices, it seems that technology is becoming more integrated into our daily lives than ever. These new advancements are causing people are to view their technology as a permanent accessory and not just a device that is used periodically throughout the day. Many carry their cellphones constantly in their hands, feeling the need to have them easily accessible at moments notice. While this shift towards constant technology use can result in higher productivity and better communication, it can also cause a whole mess of problems for employers. Below are a few issues that can arise out of what experts are calling "wearable technology."
When it comes to employment law, staying up to date with the latest law updates and best practices can seem like a full-time job, and a boring one at that! We like to keep current with the latest HR happenings by routinely checking a few blogs and websites. Each website offers a different perspective or delivery on HR that keeps us entertained AND informed, a task that can be a tall order when it comes to the sometimes dry world of employment law. Check out a few of our favorite resources here.
Every August millions of students return to school from summer vacation. While it may not seem that relevant to the 9 to 5 workforce, the school year can impact employers in several ways, from internships to continuing education benefits. Here are a few things to look out for as school gets back in session.
Not all employers provide employees with vacation time, but for those who do it is wise to have a clear, well-enforced policy in place to prevent confusion and help employees understand what steps need to be followed in order to use their time off. If employers decide to to provide time off they need to make sure to do so in a uniform manner and apply the same regulations to each employee. Written vacation policies are the easiest way to communicate the requirements for taking time away from the office and to express in no uncertain terms what the employees responsibilities are for their time spent away, i.e., if they need to find a replacement for their duties or schedule their time in a certain manner. The sample policy at the end of the article can help you get started.
It’s time to get to know the author of the South Carolina EMployment Law Reference Guide, Hagood Tighe of Fisher Phillips.