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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Once upon a time, the price of a business insurance policy was determined, in large part, by an underwriter’s assessment of an organization’s risk. The underwriter would weigh the perceived risk the insurance carrier was taking on and determine premiums for taking on that risk. But as more and more data becomes digitized, data is playing a more central role in insurance carriers’ determinations — not only in pricing a risk, but whether to even take on the risk in the first place. Enter predictive modeling.
Just as you can rely on the sands of time passing, so too can you rely upon periodic adjustments to Minnesota’s workers’ compensation law. Some of the financial updates are to keep costs in line with inflation, while other changes were a result of recent changes to the law. Regardless, we’ve got a breakdown of the changes.
Staying on top of legal updates can be challenging, and deciphering what those changes mean for your business may prove even more difficult. Recently, Minnesota Governor Mark Dayton signed a bill into law updating the Minnesota Workers’ Compensation Act. Below are some of the major changes and the impact you, the employer, may realize from these updates.
If you are a Minnesota employer, here's a quick recap to this point: OSHA passed a new rule; said it didn't apply to you; then said it did apply to you; then said it had no way to enforce it. Last week, Minnesota finally got around to adopting the federal rule effective immediately, but with a twist. Read on to find out what this means for Minnesota employers.
Perhaps your organization is starting to plan its annual summer picnic to recognize and reward employees. And since we’re in the upper Midwest, home to 16 of the top 20 drunkest cities in America, inevitably someone will suggest alcohol to be served. “We’ve always had booze, what could go wrong?” they may ask if you start to question whether this is a good idea. In turn, you ask, “Yeah, what am I worried about?” Consider these possibilities.
This article has been updated to include an important clarification about jurisdiction for state plans. Following a review of the requirements put in place in 2016 regarding the “Improve Tracking of Workplace Injuries and Illnesses” regulation, the Occupational Safety and Health Act (OSHA) has taken action to correct an error that was made with regard to implementing the final rule. This is particularly relevant for our Minnesota clients.
Last September, the Wisconsin legislature updated the definition of "domestic partner" via the budget bill. While the intention of the modification to the definition was to stop allowing domestic partner health coverage for state employees now that the state recognizes same sex marriage, it resulted in some unintended consequences. Moving forward, if you have Wisconsin employees asking for WFMLA for domestic partners or their family members, you need to ask new questions.
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