Employers are experiencing some difficulty bringing their staff back into the workplace, as some employees refuse to come back into the workplace due to concern for their health and risk of exposure to COVID-19.
State and local officials were quite busy in 2018, especially when it came to employee-related laws. There were changes in 27 states and several important municipalities that affect employers of all sizes. There are caveats to many of these laws so employers should make sure to take note about which laws apply to their organizations.
New York state recently released a proposed model sexual harassment policy and a proposed model training program that can be used to comply with New York Labor Law Section 201-g, which requires that all employers either (i) use the model forms, or (ii) establish a policy and training program that meet the state’s minimum requirements.
You may already know that the Equal Employment Opportunity Commission (“EEOC”), is an agency of the federal government, created by the Civil Rights Act of 1964 (Title VII), for purposes of interpreting and enforcing federal laws prohibiting discrimination. Federal laws prohibit an employer from discriminating against any applicant and/or employee based on race, color, religion,
Who makes the decision on whether a person is eligible to collect unemployment insurance? Well, many workers believe that it is an “earned benefit,” and that as an employee they’ve “paid into the system” via payroll taxes. This leads to the common misunderstanding that anyone who is unemployed, regardless of the reason, is therefore “entitled”
Every company wants to offer a safe and productive environment conducive to optimal performance. Thus, every employer should provide a workplace where the environment enables employees to perform their best work. As defined under federal and state laws, all job applicants and employees have the right to work free from discrimination based on age, disability, national origin,
Change isn’t easy. When a company transforms the way it does business, it’s a roller coaster of emotions for everyone. Even when the change is smaller or “business as usual,” the transition can be difficult and frustrating. In today’s typical company, up to 80% of employees’ days are spent working in teams. The benefits can
If it’s summer, it’s not only a needed break for students but a time for them to earn real-life work experience and learn more about the world awaiting them after their studies are complete. As an employer, there are many things to keep in mind if you are bringing on interns into your organization. The
Having a progressive discipline policy in place (and following it consistently) has a significant impact on your success rate in protesting unemployment claims. A progressive discipline procedure or policy outlines exactly how unacceptable performance or conduct is addressed – all the way up to the point of termination. We know every state has a set
Employment Law in California is forever growing. California Governor Jerry Brown signed several significant employment bills that took effect on Jan. 1, 2018, and many employers throughout California need to update their policies and practices accordingly. Here are the top five new California employment laws. A.B. 168: Salary history inquiries No longer able to ask