4 Labor and Employment Law Changes to Keep an Eye On In 2015

Insperity

There are potential changes to several other employer-related laws that you may need to prepare for. In order to avoid paying overtime compensation, many employers are misclassifying their employees as independent contractors or exempt. If the Department of Labor (DOL) finds out, noncompliant employers could face substantial penalties. Changes in marijuana laws. This has many employers won-dering how this will affect their workplace.

The 12 Days of Employment Law Christmas (2014)

Ohio Employer's Law

For the past two Noels, I published “The 12 Days of Employment Law Christmas.” Have a great end to your 2014, and happy holidays, regardless of your holiday of choice. Some musical accompaniment) On the first day of Christmas, my employment lawyer gave to me a lawsuit for my company. On the second day of Christmas, my employment lawyer gave to me 2 trade secrets , and a lawsuit for my company. On the fifth day of Christmas, my employment lawyer gave to me.

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Annual January Seminars Offer Insights on Paid Sick Leave and Other 2015 Employment Laws

HRWatchdog

California recently enacted many noteworthy laws that will affect the day-to-day operations, practices and policies of California businesses in 2015. Mandatory paid sick leave makes significant changes to California’s legal landscape, while additional laws and regulations address immigration-related practices, employer contractor liability, unemployment insurance and other employer requirements.

Two Carnivals for the Price of One

OmegaHR Solutions

The Employment Law Blog Carnival. Carnival of HR Employment Law Blog employment law blog Two carnivals were published yesterday that you should pay attention to. If you don’t know what a blog “carnival” is it is a, generally, monthly collection of blog posts compiled in one place by someone who volunteers their time and effort to put everything in a readable and coherent format. I have done it before and it takes time.

4 Labor and Employment Law Changes to Keep an Eye on in 2015

Insperity

There are potential changes to several other employer-related laws that you may need to prepare for. In order to avoid paying overtime compensation, many employers are misclassifying their employees as independent contractors or exempt. If the Department of Labor (DOL) finds out, noncompliant employers could face substantial penalties. Changes in marijuana laws. This has many employers won-dering how this will affect their workplace. Ban the Box” laws.

Employment Laws Every Alabama Business Owner Should Know

Homebase

It’s important to stay up to date on all of the employment laws in your state so that you can maintain compliance in your business. However, remember that our summary is not qualified legal advice, laws are always subject to change, and they can vary from municipality to municipality. . It’s up to you to make sure you’re compliant with all laws and statutes in your area. Here are a few employment laws every Alabama small business owner should know.

5 important angles to consider when evaluating employee leave

Ceridian

Human Capital Management employee holidays employee leave employment law sick leave vacation It’s been said many a time that a large part of success is just showing up, so it stands to reason that one of the keys to human capital management is to make sure people arrive at the office each morning and get their jobs done. Consistent attendance is half the battle. Then again, you’re […].

Labor Commissioner Releases Mandatory Paid Sick Leave FAQ

HRWatchdog

As most employers are aware, California has a new mandatory paid sick leave law, the Healthy Workplaces, Healthy Families Act of 2014. Employers have had many questions regarding how to apply this new law. The Labor Commissioner posted a set of “ Frequently Asked Questions About California’s New Paid Sick Leave law (AB 1522).”. Gail Cecchettini Whaley, CalChamber Employment Law Counsel/Content.

2021 State Drug Testing Law Updates for Employers

Cisive

The web of workplace drug and alcohol testing compliance continues to grow and has become increasingly impactful to employers. Several states have adopted new laws, with more states considering similar actions in the coming months. ” The new law takes effect on January 1, 2022.

New Year, New Laws to Comply With

HRWatchdog

As we head toward the new year, don’t forget there are several new laws affecting California employers in 2015. CalChamber’s employment law counsel analyzed the significant pieces of legislation that Governor Brown signed into law and prepared a white paper summarizing their effects on California employers. Gail Cecchettini Whaley, CalChamber Employment Law Counsel/Content.

Cell Phone Reimbursement Ruling Will Stand

HRWatchdog

a case in which an appellate court held that employers must reimburse employees who are required to use a personal cell phone to make work-related calls. The appellate court ruled that “reimbursement is always required” and the employer must pay “some reasonable percentage” of the employees’ cell phone bill to comply with the Labor Code; this is true even when the employees don’t incur any extra expenses by making the work-related calls because they have an unlimited data plan.

Stopping ‘Sex Stereotyping’

HRExecutive

After the Department of Labor announced a Final Rule prohibiting discrimination based on sexual orientation and gender identity by federal contractors and subcontractors, employers are now being urged to revisit their policies to ensure they are in compliance with the new rule. “Laws prohibiting workplace discrimination on the bases of sexual orientation and gender identity are long overdue, and we’re taking a big step forward today to fix that.”

EEOC Adds Pregnancy Cases to Controversy

HRExecutive

Just an update for those who are following the recent pregnancy-discrimination guidelines issued by the Equal Employment Opportunity Commission — despite the controversy some think the agency created amidst the pending U.S. “Since the EEOC first gave birth [pun intended, no doubt] to the guidance in July, it has inserted itself as plaintiff in at least nine federal-court lawsuits against employers [allegedly] discriminating against pregnant employees,” he says.

Not Too Late to Learn About Employment Law Updates for 2015

HRWatchdog

Continuing its tradition, California rings in the new year with changes to employment laws. Did you also know that employers can now be accountable for wage-and-hour violations when they use staffing agencies or other labor contractors to hire workers? Fortunately, it’s not too late to learn more about these and other noteworthy new laws. In fact, anyone with employees in California will benefit from our employment law experts’ compliance guidance.

Famous Boss Made Unusual Hire for Christmas Job—And the Rest Is History

HR Daily Advisor

It’s unclear whose employment laws prevailed at the time in the workplace at the North Pole, (Canada, Denmark, or Russia), and no one had heard of equal employment opportunity (EEO) back then, but the boss hired the “outcast” for his Transportation Department, even though he had some unusual characteristics, including a red nose—and four legs!

The Future Workplace Embraces Freelancers

Bersin with Deloitte

Led by Marina Gorbis of the Institute of the Future, part of the discussion focused on the growth of “microworkers,” individuals who freelance a variety of projects or jobs for different employers. Many individuals turn to freelancing due to challenges in finding full-time employment in a tough job market. You will likely also need to involve your compliance and legal groups to make sure you don’t run afoul of employment laws such as the Fair Labor Standards Act.

IRS Announces 2015 Standard Mileage Rates; Business Rate Increases

HRWatchdog

cents per mile for business miles driven (up from 56 cents in 2014). 23 cents per mile driven for medical or moving purposes (down half a cent from 2014). The charitable rate is set by law. Under California Labor Code section 2802, employers must fully reimburse employees for all expenses actually and necessarily incurred. Many employers typically choose to use the IRS mileage reimbursement rate, but its use is optional.

Changes to California Family Rights Act Regulations Could Be Coming

HRWatchdog

The California Fair Employment and Housing Council is proposing amendments to the California Family Rights Act Regulations. on December 24, 2014. Written comments can also be submitted to: Fair Employment and Housing Council. Department of Fair Employment and Housing. Gail Cecchettini Whaley, CalChamber Employment Law Counsel/Content.

DOL Issues Final Rule on Sexual Orientation and Gender Identity Protections

HRWatchdog

The rule implements Executive Order 13672 , which was signed by President Obama on July 21, 2014, and directed the DOL to update the rules implementing EO 11246 – Equal Employment Opportunity to add gender identity and sexual orientation to the classes it protects. The U.S. Department of Labor (DOL) finalized a new rule on December 3 prohibiting discrimination on the bases of sexual orientation and gender identity in the federal contracting workforce.

The Future Workplace Embraces Freelancers

Bersin with Deloitte

Led by Marina Gorbis of the Institute of the Future, part of the discussion focused on the growth of “microworkers,” individuals who freelance a variety of projects or jobs for different employers. Many individuals turn to freelancing due to challenges in finding full-time employment in a tough job market. You will likely also need to involve your compliance and legal groups to make sure you don’t run afoul of employment laws such as the Fair Labor Standards Act.

The Future Workplace Embraces Freelancers

Bersin with Deloitte

Led by Marina Gorbis of the Institute of the Future, part of the discussion focused on the growth of “microworkers,” individuals who freelance a variety of projects or jobs for different employers. Many individuals turn to freelancing due to challenges in finding full-time employment in a tough job market. You will likely also need to involve your compliance and legal groups to make sure you don’t run afoul of employment laws such as the Fair Labor Standards Act.

The Future Workplace Embraces Freelancers

Bersin with Deloitte

Led by Marina Gorbis of the Institute of the Future, part of the discussion focused on the growth of “microworkers,” individuals who freelance a variety of projects or jobs for different employers. Many individuals turn to freelancing due to challenges in finding full-time employment in a tough job market. You will likely also need to involve your compliance and legal groups to make sure you don’t run afoul of employment laws such as the Fair Labor Standards Act.

The Future Workplace Embraces Freelancers

Bersin with Deloitte

Led by Marina Gorbis of the Institute of the Future, part of the discussion focused on the growth of “microworkers,” individuals who freelance a variety of projects or jobs for different employers. Many individuals turn to freelancing due to challenges in finding full-time employment in a tough job market. You will likely also need to involve your compliance and legal groups to make sure you don’t run afoul of employment laws such as the Fair Labor Standards Act.

The Future Workplace Embraces Freelancers

Bersin with Deloitte

Led by Marina Gorbis of the Institute of the Future, part of the discussion focused on the growth of “microworkers,” individuals who freelance a variety of projects or jobs for different employers. Many individuals turn to freelancing due to challenges in finding full-time employment in a tough job market. You will likely also need to involve your compliance and legal groups to make sure you don’t run afoul of employment laws such as the Fair Labor Standards Act.

The Future Workplace Embraces Freelancers

Bersin with Deloitte

Led by Marina Gorbis of the Institute of the Future, part of the discussion focused on the growth of “microworkers,” individuals who freelance a variety of projects or jobs for different employers. Many individuals turn to freelancing due to challenges in finding full-time employment in a tough job market. You will likely also need to involve your compliance and legal groups to make sure you don’t run afoul of employment laws such as the Fair Labor Standards Act.

NLRB: Employees Can Use Employer Email for Unionization

HRWatchdog

A split National Labor Relations Board (NLRB) recently held that employees can use employer email systems during non-working times to communicate about wages, working conditions and other protected concerted activity, including union organizing. The decision applies only if an employer has granted the employees access to email for their jobs. 126 (2014) ). Gail Cecchettini Whaley, CalChamber Employment Law Counsel/Content.

Reminder: Paid Sick Leave Posting Requirement Takes Effect Next Week

HRWatchdog

California’s paid sick leave law contains a new posting requirement, effective January 1, 2015. Although employers must begin providing the paid sick leave benefit beginning July 1, 2015, , they must comply with the posting requirement effective January 1, 2015. The legislation (AB 1522) specifically required the Labor Commissioner to create the mandatory poster for employers to use. Employers are required by law to display the mandatory poster in a conspicuous location.

EEOC Will Propose Regulations on Wellness Programs

HRWatchdog

The Equal Employment Opportunity Commission (EEOC) recently released its regulatory agenda for 2015 and that list includes proposing regulations relating to wellness programs and health risk assessments. Gail Cecchettini Whaley, CalChamber Employment Law Counsel/Content.

NLRB declares taking care of employees violates the NLRA

OmegaHR Solutions

Thanks to the Employment Law E-buzz for the heads-up. Offering your employees identity theft protection may violate the NLRA according to the NLRB. Yes, you read that right. The National Labor Relations Board has declared that trying to do right by your employees is a violation of the National Labor Relations Act , specifically Section 8(a), subsections 1 & 5.

The Benefits of HR Recordkeeping

CakeHR

In the United States for instance, there are several employment laws (national and local) governing the workforce — from Title VII of the Civil Rights Act to the Americans with Disabilities Act or ADA. Each of these laws enforces strict HR recordkeeping rules to all private companies. The Hard Truth HR recordkeeping is not an easy task. Because aside from the tons of paper works involved, there are so many requirements that one has to fulfill.

Pay Violations cost American Workers $50 BILLION per year

OmegaHR Solutions

A study by the Economic Policy Institute shows that American employers fail to pay their workers properly, with the resulting loss of this magnitude. As a result of this type of loss the Wage and Hour division has stepped up its activity to search out and correct poor pay practices by employers. In some cases these cases are indeed actual theft of wages with employers refusing to pay overtime, and specifically instructing workers to work off the clock or risk being terminated.

Labor Complaints Against McDonald’s May Expand Franchisor Liability

HRWatchdog

In a move that may have far-reaching implications, the National Labor Relations Board (NLRB) recently issued 13 complaints involving 78 charges against McDonald’s franchisees and their franchisor McDonald’s USA, LLC as joint employers. The anticipated action is a departure from traditional analysis, which does not hold franchisors liable as joint employers unless they exert substantial control over the franchisees’ day-to-day operations.

High Court Rules That Time Spent in Security Screenings Is Not Paid Time Under Federal Law

HRWatchdog

The workers argued that the screenings were done for the sole benefit of the employer and its customers as a theft-prevention measure. Generally, under the FLSA, an employer can be liable for pre-shift and post-shift activities if the activities are “integral and indispensible” to the “principal activities” the employees were employed to perform. California Employers Beware. Employers with questions should seek advice of legal counsel. Yesterday, the U.S.

NLRB Issues Final “Quickie Election” Rule … Again

HRWatchdog

This gives employers less time to provide information to their workers regarding the impact of unionization. In addition, the new rule postpones most of an employer’s challenges to the election process and to the proposed organizing unit until after the election takes place. The organization expressed strong opposition to the reissuing of the rule, noting that it limits the right of employers to explain the costs of unionizing and to bring legal challenges to proposed elections. “[T]he

8 Considerations When Selecting a Professional Employer Organization

Insperity

As employment laws, tax laws and health care reform continue to change at a rapid pace, it can be difficult for business owners to keep up. Establishing a co-employment relationship with a reputable professional employer organization (PEO) may be the greatest investment you can make toward realizing success and shielding your company from compliance and liability issues. First, several state PEO licensing and registration laws actually require it.

CalChamber to Offer HR Boot Camp Seminars

HRWatchdog

The California Chamber of Commerce is helping employers build their HR muscle at several topic-packed training sessions around the state that focus on the employment life cycle. CalChamber employment law experts will also give attendees valuable insight into 2015 cases and regulations that may have an impact on your workplace policies and practices in 2014.

Latest NLRB Action Seen as Demise of ‘Quickie’ Union Election Rule

HR Daily Advisor

The National Labor Relations Board’s (NLRB) decision to seek public input on the controversial 2014 rule that sped up the union election process is likely to result in the rescission of the rule, according to an attorney who keeps a close watch on the Board’s actions. The RFI seeks input on three questions: (1) Should the 2014 election rule be retained without changes? (2) 2) Should the 2014 election rule be retained with modifications?