Are you worried about compliance? You’re not alone! Compliance keeps most HR professionals up at night. In fact, studies show most people professionals list it as one of their top concerns. That probably comes as no surprise as non-compliance can lead to costly fines and penalties for your company. Still, staying on top of existing, pending, and new federal, state, and local regulations, payroll compliance, and employer requirements is easier said than done.
Studies show that one of the top challenges that HR professionals face is how to keep their organization in compliance. Working to keep up with the constantly changing federal and state employment laws is particularly difficult for midsize businesses. In fact, some organizations simply can’t keep up and choose to ignore employment laws—but this approach can lead to a variety of risks including audits and expensive lawsuits that will siphon dollars, time and resources away from other business objectives.
As states move to legalize medical and recreational marijuana use, employers around the country are left scratching their heads trying to determine the workplace impact. With a new law, Nevada lawmakers have given them a bit more clarity.
Parades are known for a lot of things, not to mention confetti, marching bands, and floats. But employment law?
At a recent celebration honoring the U.S. women’s national team, New York Governor Andrew Cuomo signed a new state law banning salary history questions during the interview process. The law comes bundled with other changes, including an expansion of the state’s existing equal pay rules.
Americans are getting older. The Department of Health and Human Services (DHHS) estimates that 10,000 U.S. residents turn 65 each day—the majority of whom will need some form of long-term care in their lifetimes.
Time flies when you’re having fun! It seems like just yesterday we were ringing in the new year and now we’re headed into the second half of 2019. With the start of Q3, departments across the company will be working hard to put the pieces in place to reach their end of year goals. In HR, Q3 is the perfect time to focus on employee engagement and your own career development before facing down the year end/year start tasks that come in Q4.
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What a long, strange trip it’s been. After years of back and forth, an Obama-era regulation once thought canceled is back in effect.
Earlier this week, the Equal Employment Opportunity Commission (EEOC) published a brief statement on its website stating that employers would be required to report employee pay data by September 30. That data represents a new, second part of a longstanding compliance obligation, the EEO-1 report.
The “gig” is up—according to the Department of Labor (DOL), anyway. An opinion letter recently published by the agency rules that gig-economy workers are independent contractors, not regular employees.
That distinction matters, as contractors aren’t subject to the same federal protections as employees, including minimum wage rules and the Fair Labor Standards Act (FLSA), which dictates overtime eligibility. It also means employers don't have to provide them with health insurance, as otherwise required by the Affordable Care Act.
The letter's publication is largely seen as a win for businesses reliant on contingent workers, including popular services like Uber and TaskRabbit. On average, contractors are 30 percent less expensive than traditional employees, not including potential wage and hour litigation.
Goodbyes are always hard, especially when they’re immediately followed by a wrongful termination lawsuit. But what actually constitutes an illegal firing?
Whether or not you’re planning to have a baby soon, it’s important to understand the specifics of your workplace maternity leave policy.