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.
In December, many employers reward employees with cash bonuses, which can be great motivators when they are designed to reward employees who meet or exceed their performance goals. Year-end bonuses also contribute to the holiday atmosphere of generosity and gratitude. But did you know that year-end bonus payments can pose traps for the unwary employer?
While decorations and parties can potentially have a positive effect on employee morale, they are often tempered by the competing interests of promoting diversity and inclusion within the workplace and the attendant risk of a religious discrimination claim. So how does an employer navigate its way down Candy Cane Lane without running afoul of state and federal civil rights laws?
Employers must have an Employment Eligibility Verification (Form I-9) for every person on their payroll who is required to complete it. The next steps are to determine how long to keep your I-9 Forms, how to store them, and what to do if the government asks to inspect your forms. Not only is compliance essential for a government inspection, but also ensuring that any corresponding documentation with personal information stays out of the wrong hands — since the forms collect personal information about your employees.
Thirty-three states and the District of Columbia have legalized medical marijuana in one form or another, and ten states and the District of Columbia have legalized it for recreational use to varying degrees. As recent successful ballot initiatives have shown, with three new states approving some form of marijuana use in 2018 alone, marijuana is becoming increasingly accepted across the country. Which means it’s becoming increasingly likely that eventually you will have to confront how this panoply of marijuana laws impacts your workplace. And — surprise, surprise — that turns out to be much more complicated than it may at first seem.
A detailed job description is a helpful document when properly updated. Job descriptions often come into evidence as an exhibit in employment, workers’ compensation, and personal injury matters. If they are not updated, an employee can testify that their job duties have evolved over the years and leave room for interpretation by a judge, jury, or hearing officer what that employee’s job duties actually entailed.
Aside from the Equal Pay Act (EPA), some states and municipalities have decided to take additional action to address gender pay inequity. Some of these newer laws have been designed to combat systemic pay inequity at the time of hire. These so-called “salary history bans” prohibit employers from asking job applicants about their past salary history. The public policy behind the rule is a simple one — preventing new employers from taking past salary history into account will help to break the cycle of systemic pay inequity.
The world of HR is changing at a rapid pace, and at the core of the change is the need to attract, engage, and retain exceptional talent to allow your business to innovate and grow. The demand to attract the next generation of workers and then engage them throughout their tenure can be made easier by the use of HR technology.
How has the #metoo movement impacted claims against employers? The U.S. Equal Employment Opportunity Commission (EEOC) announced preliminary FY 2018 sexual harassment data last week. The EEOC filed 66 harassment lawsuits, and 41 included allegations of sexual harassment. That reflects more than a 50% increase in suits challenging sexual harassment over last year.
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.
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