Learn about the change to hardship distributions employers may consider adopting. New legislation did not change what might constitute an individual hardship, but it does make hardship withdrawals easier to obtain for participants.
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OSHA recently released a memo clarifying how to apply standards when conducting compliance investigations. The federal regulations are still in place and remain unchanged, but the memo raises some concerns about post-accident drug testing.
About three million workers service equipment and face the risk of injury if lockout/tagout is not properly implemented. According to OSHA, compliance with the LOTO standard prevents an estimated 120 fatalities and 50,000 injuries each year.
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The end of the individual mandate penalty in 2019 does not change an employer’s 1094C/1095C reporting obligations. The information reported on the 1094C/1095C forms relates primarily to the employer mandate, which is not going away.
The Consumer Financial Protection Bureau recently issued a new interim final rule that requires employers to include additional information when notifying individuals of their rights under the Fair Credit Reporting Act (FCRA). You may be wondering whether this applies to your organization, and if so, what steps you must take to comply.
Arbitration agreements are not novel, but the law surrounding their enforcement continues to develop. Recently, the United States Supreme Court resolved inconsistent rulings by lower courts as to whether class action waivers in employment arbitration provisions, which require people to individually arbitrate any employment dispute, are acceptable. The Supreme Court held that, in general, class action waivers in arbitration provisions do not violate any laws and are therefore enforceable.
Workplace flexibility — are you all in, not having it, or on the fence (but feel like you are being pulled down)? It’s no secret that the modern workforce values flexible work arrangements, but do employers have to conform to the wishes and demands of this younger generation? No — but, you might want to consider flexible work options if doing so can maximize employee performance, increase overall productivity, and decrease turnover, all while saving the company money.
When was the last time you considered your drug and alcohol testing practices? Now would be a good time to dust them off and determine whether they are legally compliant and consistent with your business objectives. If you do not currently test, but are considering incorporating drug and alcohol testing into your hiring or management practices, be sure you understand the governing laws and consider common mistakes often made by employers.
Employers receive, retain and maintain a significant amount of information about each employee. You and your colleagues must be prepared to respond to requests for information to ensure that you are appropriately protecting employee information and not exposing the organization to legal liability.
Maintaining a legally authorized workforce has made its way up the priority chain for many employers in recent months. If you are among them, you may be interested in conducting an audit of your Forms I-9, also known as the Employment Eligibility Verification Forms. These forms must be completed accurately pursuant to specific instructions.
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