Unions have suffered an unabated decline, reaching the lowest point in market penetration since the post-World War II peak, falling well under 7 percent of the private sector. In addition, Michigan has become the 24th right to work state denying unions mandatory dues support.
Employment & Labor Law
There is no magic involved in selecting and retaining top talent within an organization. Your chances of success hinge primarily on your abilities to plan, clearly communicate expectations and empower your team to hold each other accountable. Sprinkle in a little luck and there you have it! Sure, I’m over-simplifying things a bit here but you would be amazed at what a little effort on the front end can save you on the back end.
Commercial drivers are not the only professionals who should need a valid and safe driving record to work for you. After all, think of those employees who drive business or personal cars for sales calls, errands, and meetings on your behalf. It’s imperative to make sure they meet your driving requirements or risk losing your insurance coverage.
As more and more veterans enter the civilian workforce, employers must stay ahead of an ever-growing body of laws and regulations affecting veteran employees and their employers. Two such laws are:
Every employer must have an I-9 Employment Eligibility Verification Form completed for every employee who they employ in the US. This requirement only applies to workers hired since November 7, 1986. This form applies to all persons who work in the US, regardless as to the country from which they are paid (i.e. a German citizen working in the US, but paid in Germany, requires an I-9). The I-9s are completed but are kept with the employer until an appropriate US government agent requests to see them.
At our offices we often look at each other in amazement when we see some of the job applications and resumes forwarded to us so we can conduct background checks. We see outright lies about previous employment and education. We see people who admit to a criminal record, but only give partial details.
In my experience, pointing to your at-will status as your reason for letting someone go is rarely the best option. It leaves the ex-employee confused and searching for answers. So, while you may have let your employee go for a legitimate (and legal) reason, by not stating this during the termination you create a situation where their imagination is free to wander. The reasons she comes up with on her own may be much worse and result in the kind of legal headaches you are hoping to avoid. Perhaps she believes that the reason you fired her is because she was your only employee over 40 yea
With all of the hullabaloo of the Affordable Care Act (ACA), it can be easy to forget about HIPAA and COBRA. With recent changes, more enforcement and larger penalties, letting ACA eclipse HIPAA and COBRA can be a costly mistake to make. After years of experience, people often forget how important it is to remain in compliance with HIPAA and COBRA and that the same simple steps may also make ACA compliance easier and more efficient.
Many companies are overlooking the opportunity to hire veterans and National Guard members to bring in high quality employees whose skills are and training make them high potential assets ready to fill the skill shortage that is holding back company growth.
The good old days of hiring only people you know are long gone. These days it would be rare for a business with a significant number of employees to have a workforce comprised only of friends and relatives.