The U.S. Equal Employment Opportunity Commission is now requiring most EEO-1 filers to submit compensation data and hours worked as part of their EEO-1 reporting obligation.
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Here are some ideas to consider as you create your rehiring policy and procedures.
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The law creates potential exposures and legal implications for employers.
Major ransomware operation shuts down, third-party breach impacts 12 million patients, U.S. ramps up cyber-attacks, and more.
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A lot of attention has been paid to the new Wage Notice requirements of Minnesota’s revised wage theft laws. However, there are two other new administrative requirements you may not have read much about: 1) New information that must be including on employee paystubs, and 2) A requirement to keep specific records regarding which personnel policies each employee has received, and when they were distributed to each employee.
On June 21, 2019, the Minnesota Department of Labor & Industry released a sample Wage Statement and related FAQs about the Wage Theft law. This article has been updated to reflect the new information available. The law goes into effect on July 1, 2019, and will require you to change a number of your payroll and documentation practices as a result. Employers should decide how they are going to update their paystubs and how they are going to implement the Wage Statement requirements (e.g., who is going to get them, how often you’ll update them, etc.).
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.
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