Employment & Labor Law

Employer Harassment Liability isn’t Confined to the Office

man pursuing female coworker

With news stories breaking involving allegations of sexual harassment, employers are – or should be – thinking of proactive methods to prevent sexual harassment in their workplace.

Many businesses in Michigan and beyond are updating their harassment policies and rolling out handbook updates as 2018 gets started. Having a comprehensive but concise and understandable sexual harassment policy is a great tool for employers of all sizes, and may provide a valuable affirmative defense if a harassment allegation turns into a federal or state lawsuit. 

Sexual Harassment Complaints Increasing Against Employers

guy pursuing female co-worker

While news regarding sexual harassment may have just recently reached new heights, litigation over harassment, including sexual harassment has been growing for years. The law allows employers and individuals to be sued for back pay, front pay, emotional damages, and other punitive damages for violation of the law related to harassment. In fact, employees have increasingly been utilizing the court system to file their own lawsuits or reaching out to either the:

Employer Response to Aggressive Intruders and Active Shooters

woman hiding behind desk

News stories from the last few months reinforce how employers must be vigilant to protect employees internationally, nationally and locally. To protect employees, customers, and contractors, it does not really matter who the perpetrators are; what matters most is do our employees know what to do when they encounter aggressive intruders or active shooters in the workplace?

Red Flags: What to Look for in an Interview

skeptical interviewer

Beyond basic “never dos” like showing up late and/or inebriated, wearing flip-flops, or not knowing anything about the organization or position, there are other ways candidates can derail their chances of advancing further.

Interviewers need to be aware of warning signs; spotting them quickly can prevent possible problems later.

These can include:

Full-Service vs. DIY Background Check Programs

hand pointing to resume

The shark species, as we know them, have been around for about 400 million years; they were dwelling the oceans when dinosaurs were roaming the land. Growing up on the Mississippi Gulf Coast, there is a saying: “We provoke a shark every time we get in the water where sharks happen to be. The ocean is not our territory – it is theirs.”

IRS Reverses Policy, Requires Individuals to Certify Individual Mandate Compliance

On Oct. 13, 2017, the IRS reversed a recent policy change in how it monitors compliance with the ACA’s individual mandate. For the upcoming 2018 filing season (filing 2017 tax returns), the IRS‎ will not accept electronically filed tax returns where the taxpayer does not certify whether the individual had health insurance for the year. In addition, paper returns that do not certify compliance with the individual mandate may be suspended pending receipt of additional information, and any refunds due may be delayed.

The Cost of Negligence in Hiring

employment screening

When hiring, it takes more than just checking a resume for previous job experience, education, and skills. You must also ensure that employees who are hired will not put other employees, customers, clients, or members of the general public, at risk while on the job. If an accident or incident does occur, employers are in danger of being accused of negligence in hiring practices. This legal accusation can end up being a very costly one for businesses.