Imagine you are the Human Resources Manager at one of the “Top 100 Best Workplaces” in the state and that your company has a state of the art anti-harassment / anti-discrimination policy. You train all your employees about this policy every year demanding that employees treat each other with dignity and respect and have worked very hard to create a work environment where all employees know about, understand and believe that the company is sincere about providing a harassment/discrimination free workplace.
Employment & Labor Law
Although pregnancy is not defined as a disability under the Americans with Disabilities Act (ADA) or the Michigan Persons with Disabilities Civil Rights Act (PWDCRA), a pregnant employee may suffer from complications that render her disabled or handicapped within the meaning of those statutes. Once a pregnant employee receives medical certification that she is disabled from working, she is likely protected under disability laws.
Here is a look at three of the top employment law issues human resources departments will likely face in 2016:
On Jan. 29, the White House announced that the Equal Employment Opportunity Commission (EEOC) will issue proposed regulations to modify the Employer Information Report, known as the EEO-1, to include collecting pay data from employers with more than 100 employees. The EEOC says it needs this pay data to “assist . . . in identifying possible pay discrimination and assist employers in promoting equal pay in their workplaces.”
Although federal laws and regulations cover most of the everyday employment issues you face, states still retain the right to create their own laws. And that’s where you need to be careful.
Tweets, Snaps, Instagram photos, and Facebook posts are just a few of the many ways individuals communicate through social media. No big surprise that social media has also infiltrated the workplace. Employees use social media to interact before, during, and after work time on a daily basis. Most of the interaction is harmless. But, there are those instances when you will wish that technological advances had stopped with “rotary phones” and “party lines” [for those of you who have no idea what a rotary phone or party line is, “Google” it or ask “Siri.”].
Setting salaries for your staff is always a tricky thing to do. It's especially hard if you've never done it before, because you probably don't even know where to start. On the one hand, you want to pay enough to get the best possible talent. On the other hand, you don't want to overpay.
Here's a quick summary to help you set salaries for all your staff:
If your business hires commercial drivers you understand the federal laws that require you to investigate and monitor the driving activities of your employees. These drivers must meet a number of federal standards, as well as those established by your insurance carriers. But what about those employees who don’t drive 18-wheelers, but instead are behind the wheel of a company or personal vehicle?
There are numerous legal requirements placed on human resource professionals to properly create, maintain, and protect the confidentiality of employment records. Federal and state agencies have stepped up their audits of personnel records, and employees frequently request information contained in their employment records. In navigating these treacherous waters, human resource record keeping practices can be your best defense or your worst enemy.
Whether you’re an established business, a small business owner or an emerging company, at one point you’ve heard the words: “patent”, “trademark”, “copyright” and “trade secret” used interchangeably to reference the broader term intellectual property. Although they all have common underlying similarities, they are very different in how each is used in protecting one’s intellectual property.