The number of companies maintaining a corporate presence on social media rose from 34% in 2008 to 77% in 2013 according to SHRM Survey Findings: Social Networking Website and Recruiting/Selection. He also warned that social media use by employees may result unexpected liabilities such as the loss of intellectual property and trade secrets, claims of defamation, security breaches, privacy issues, and discrimination or harassment complaints. MORE

The measure would hold employers accountable for discriminatory practices , end the practice of pay secrecy, ease workers’ ability to individually or jointly challenge pay discrimination, strengthen remedies for wronged employees and prohibit employers from seeking the salary history of prospective employees. The proposed legislation passed the House twice—first in 2008 by a vote of 247-178 and then again in 2009 by a vote of 256-163 vote. Compliance HR Tips & Trends MORE

Court of Appeals for the 3rd Circuit—which covers Delaware, New Jersey, and Pennsylvania—recently upheld an employer’s trial court victory, providing useful guidance for employers seeking to manage difficult employees in the midst of workers’ compensation claims. Alleged Discrimination and Retaliation. as a machinist in August 2008. He reported the injury, filed a claim for workers’ compensation, and took a medical leave that lasted 7 weeks. The U.S. MORE

2008) require an employer to provide reasonable break time for an employee to express breast milk for her nursing child for up to two years after the child's birth. 2008 Colo., Discrimination in Employment. 2008 Ind. The employer may not discriminate against an employee who chooses to express breast milk in the workplace. 1 § 71-1-55 (2006) prohibits against discrimination towards breastfeeding mothers who use lawful break time to express milk. 2008 Vt. MORE

To help you prepare, we’ve rounded up human resources, benefits, and payroll compliance trends to look out for in 2021. Examine: Discrimination risks, such as during hiring and performance management. Health and safety, including workers’ compensation. MORE

Wage & hour violations, family leave, discrimination, harassment – these topics continue to generate conversation throughout workplaces across the country. For that reason, it’s important for supervisors and managers to understand the basics of employment laws and regulations to maintain proper compliance. Any statutory benefits, such as unemployment compensation or other forms of government benefits. Age Discrimination in Employment Act (ADEA). MORE

8th Circuit Court of Appeals (which covers Arkansas, Iowa, Minnesota, Missouri, Nebraska, North Dakota, and South Dakota) recently affirmed a jury’s decision that a furniture manufacturer was liable for sex-based wage discrimination under the Equal Pay Act (EPA) and Title VII of the Civil Rights Act of 1964. All three women filed claims of sex-based wage discrimination under the EPA, and Stella and Margot also filed sex-based wage discrimination claims under Title VII. MORE

Are you accurately paying your employees in compliance with the Fair Labor Standards Act (FLSA)? According to a recent survey, released by TSheets , one-third of employers say they have paid their employees compensation time, or comp time, instead of overtime, a common violation of the FLSA. Mykkah Herner, modern compensation evangelist with PayScale, says “For some employers, the rigidity of the FLSA overtime rules can feel restrictive. MORE

The bill was among the first laws in American history aimed at reducing gender discrimination in the workplace, making it illegal to pay different salaries for similar work. The Age Discrimination Act of 1967 – effective June 12, 1968. Compliance MORE

Employers are prohibited from discriminating against existing or potential employees based on protected characteristics, including: Race / color. These regulations apply in every work situation; for example when employers hire, terminate, compensate, promote and train employees. It’s also illegal to discriminate against people who have complained about discrimination. The Age Discrimination in Employment Act of 1967 (ADEA). MORE

GINA stands for the Genetic Information Nondiscrimination Act of 2008, and it’s enforced by the Equal Employment Opportunity Commission (EEOC). It strives to protect individuals from discrimination based on genetic information. For employers, this means that employers must refrain from using genetic information in the hiring process when considering promotions or in any other term of employment, including things like: Compensation or other terms of employment. MORE