We discuss what our clients and other employers are doing to manage risks, promote employee productivity and morale, reduce costs and improve their organizations as a whole.
Learn how some Midwest-based organizations must prepare to meet compliance obligations.
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Our clients are seeking input on which area warrants greater risk mitigation: ensuring fee reasonableness, or the use of proprietary funds in the core lineup. Find out which area wins this fiduciary slugfest.
Open enrollment is over, but issues with employees, carriers and other obligations have just begun. Here’s how to navigate some typical challenges.
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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.
In a previous article, I discussed how you might need to have an affirmative action plan (AAP) in place without even knowing it. In this article, I’m going to discuss what goes into creating an AAP.
Shortly before Thanksgiving, a Federal District Court in Texas issued a nationwide injunction against the wage and hour regulations that were supposed to go into effect on December 1st. These were the regulations that more than doubled the amount of salary employers have to pay employees in order for them to be considered exempt from overtime. What does this mean for employers?
OSHA is taking workplace violence seriously, and is stepping up its inspection and enforcement efforts with the goal of significantly reducing incidents of workplace violence over the next several years. What OSHA will be looking for is that employers are taking workplace violence as seriously as they do other potential safety risks. In turn, that means having a formal program for evaluating your workplace for potential risk areas, taking preventative steps to minimize possible hazards, and responding appropriately when harm (or the potential for harm) occurs. As a result, if you haven’t planned for the possibility of violence in your workplace, now is the time to start doing so.
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