As businesses become more interconnected, the risk of a third-party data breach at your organization becomes more imminent. It’s no longer enough to simply secure your organization’s network systems and data.
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Fall is in the air. Which means it’s open enrollment time! If your organization is one of the many heading into open enrollment, here are some common open enrollment questions, answered.
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The law creates potential exposures and legal implications for employers.
Will 2019 be the year of the cyber criminal? Read about this and other cybersecurity risks in the latest Threat Intelligence report.
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Without a legitimate business reason coupled with sufficient documentation to support a termination, employees’ claims that they were terminated for unlawful reasons can be difficult, time consuming and costly to dispute. While there is no way to eliminate legal exposure to employees’ claims, there are ways for employers to significantly reduce their exposure when terminating employees. This article covers five ways you can reduce your exposure to claims for unlawful termination.
While turnover is a natural consequence of having employees, many of our clients are frustrated by what they consider to be excessive turnover. There is no question that turnover costs companies a significant amount of time and money, cutting into resources and profits. So how can you determine whether your turnover rate is consistent with natural attrition or whether it is excessive and needing to be addressed?
Employers need to be mindful of the privacy laws that impact them, including the Fair Credit Reporting Act and the Health Insurance Portability and Accountability Act. They also need to be aware of relevant state laws to make sure that they are in compliance with existing laws as we wait for what’s to come in this evolving area of the law.
Your employee has requested to bring her dog to work in relation to a medical condition. She has even provided you a certificate illustrating that this is a service dog. What do you do? To determine whether you have an obligation to grant an employee’s request for accommodation, including the request to bring an animal to work, you must engage in the interactive process required by the ADA. Failing to engage in the interactive process can result in legal liability for your organization.
For many employers they have become obsolete and for others they still exist, but only as a small part of a much grander process. However, there are still some employers who continue to only evaluate their employees once per year – either because they have determined that once a year is sufficient or because they haven’t considered other options. Unfortunately, the annual performance evaluation by itself seldom provides any benefit, is often dreaded by managers and employees alike, and can be incredibly time consuming.
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.
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