Know about discriminatory practices to avoid. Federal employment discrimination law does not prohibit employers from requesting or obtaining criminal history information about applicants and employees. However, an employer’s use of such information could result in a claim of discrimination.
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For many employers, performance evaluations have become obsolete and for others they still exist, but only as a small part of a much grander process. 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.
HIPAA rules require group health plans to provide special enrollment opportunities to certain employees, dependents, and COBRA qualified beneficiaries. Being aware of special enrollment situations is important, along with making sure special enrollment rights are communicated.
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Malware ramps up, hacktivist sentenced, mortgage docs exposed, router hijacking and more.
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. If you’re going to conduct post-accident drug testing, you should still have some reason to believe that drug or alcohol use could have increased the likelihood of the incident occurring. Also, if you’re going to offer safety incentives for clean safety records, consider accompanying them with other incentive programs that more clearly reward actual safe practices or behaviors.
Merger and acquisition (M&A) deals can be complicated. Extensive research and preparation must be completed prior to the closing of the deal to ensure there are no hidden liabilities or gaps in insurance coverage. When preparing for an M&A, it is crucial to understand how the buyer’s and seller’s insurance programs will respond to a change in control. In order to avoid saddling your combined company with uninsured liabilities, you must be knowledgeable about your insurance policies and how each might be modified in a merger and acquisition transaction. Consider the following before completing an M&A deal.
Most people aren’t terribly good at interviewing job candidates. The tendency is to ask questions that focus on job history or job-related skills, rather than the personality traits and motivational characteristics that are necessary for actual success in the position. Effective interviewing can be difficult, and doing it poorly can not only lead to a bad hire, but, in some cases, can also get you sued.
Let’s say that one of the components of your wellness program involves biometric screening that uses discounts on insurance premiums as an incentive to get people to go through the screening. The government has seen fit to issue all sorts of regulations that control the way that many common wellness program practices can be performed. What are you supposed to do now?
How can you get your managers to be better about having purposeful conversations at the right time, and with the proper tone? The best place to start is by giving them greater confidence and skills for managing conflict and having difficult conversations. Being a supervisor or manager requires two distinct sets of skills: task management and relationship management.
Does the prospect of walking a tightrope hundreds of feet off the ground without a safety net fill you with glee or dread? If you function as a director or officer for your organization, that’s exactly what you’re doing every day if you don’t have the proper insurance protections in place, since you can be sued personally for mistakes you make on the job.
A timely termination decision can have a multitude of positive impacts on the workplace. Not only do you rid yourself of a problem employee, but you open up an opportunity to bring someone in who will be much better. And, counterintuitively, terminations very often lift the spirits of the entire team, since the terminated employee was usually acting as a drag on everyone around him or her. Nonetheless, it is still vitally important to make sure that each step of this process is handled correctly.
Once you can see discipline as an opportunity to help somebody become successful in your organization, you are more likely to have the right performance conversation at the right time. But, once you’ve decided to go down the discipline path, what can you do to increase the likelihood that it will have the desired effect, while, at the same time, reducing the potential legal risks you might face?
Unfortunately, when a serious act of violence happens in your workplace, the world does not come to a standstill while you are in shock or are grieving. Instead, there are number of legal and practical things that you must do almost immediately.
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