You don’t need to work in Washington to feel the impact of a partial government shutdown.
As Democrats and Republicans meet to broker a deal to restore government funding, one critical onboarding tool has found itself in the crossfire. E-Verify, the online service used by employers to confirm new hires’ authorization to work in the U.S., has been shut down until lawmakers and President Donald Trump can agree on a funding bill.
Forget the champagne and confetti—HR teams have a different kind of New Year’s tradition.
Every January, states and cities across the country enact laws impacting company policies and employee wages. While the Trump administration has slowed regulations at the federal level, local activity has remained fast and furious. Over 80 new employer requirements will take effect on January 1, 2019, involving workplace issues ranging from overtime exemption to criminal history access.
While the holiday season is just gearing up, the IRS has an early gift for employers. The agency has pushed back a critical Affordable Care Act (ACA) deadline for the fourth year in a row.
The Family Medical Leave Act (FMLA) was passed in 1993 to provide eligible employees with up to 12 weeks of job-protected leave per year for qualifying medical or personal circumstances. However, employees and HR professionals alike can sometimes struggle with the nuances of the law. In this article, we’ll break down who exactly is covered by the FMLA.
Among all the proverbial “HR nightmares” professionals face, few scenarios loom larger than a workplace immigration raid or Form I-9 audit. Now for employers, that dreaded knock at the door has never been likelier.
If you’re going to succeed in HR, you’ll need a good poker face. Unfortunately, it's a safe bet that you won't be the only one sitting at the table.
While it might lack the glitz and glamor of a Vegas casino, your workplace has likely seen its fair share of gambling. From lottery pools to sports bracket challenges, seemingly innocent wagers can carry big risks. Gambling remains highly regulated in most states and flat-out prohibited in others. Beyond legality, there are ethical questions to consider, too.
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It’s not easy being an expectant mother and working full-time. Having to take time off for prenatal care, physical discomfort, and fatigue can all affect a woman’s ability to work. Still, many women work far into their pregnancies with great success thanks to the help and understanding of their company. While many companies try to make expectant mothers more comfortable at work, pregnancy discrimination is still rampant in the modern workplace. Between 2010 and 2017, the Equal Employment Opportunity Commission (EEOC) received over 28,000 pregnancy discrimination charges.
With a series of ordinances recently passed by the New York City Council, city employers will soon need to offer on-premises lactation rooms for nursing employees. The requirements are the first of their kind in the Empire State. Existing state law only mandates that businesses provide nursing mothers with break time to express milk.
Building diverse companies has always been an HR best practice, especially when it comes to the highest levels of leadership. With a law recently signed by California Governor Jerry Brown, it will soon be a state requirement.
This November, voters across the country will weigh in on 154 ballot measures covering everything from renewable energy to election policies. While not all of these measures will impact HR, some could mean big changes for the industry. Minimum wage increases, marijuana legalization, and transgender rights are three issues that could affect office life and your company policies. Here are the three major 2018 ballot issues that could affect the workplace.