Are Your Employment Law Policies in Compliance?

HR Counselor's Corner

Employment and labor laws are constantly changing and evolving. Completing an HR Assessment can ensure legal compliance with federal and state employment laws, regulations and HR best practices. Performing the assessment will not only help you measure risk and legal compliance, but also identify areas in need of process improvements – all of which could threaten the continued success of your business. .

SHRM Employment Law & Legislative Conference

Laurie Ruettimann

It’s that time of year when HR nerds get together and talk policy and legislation at the SHRM Employment Law & Legislative Conference. From assessments to genetic testing to the internet of things, your boss knows more about you than you know about your CEO. I hope the “human” part of human resources will advise employers that there’s a fine line between risk management and stalking.

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Applicant tracking system guide: From A to Z

Workable

Introduction to Applicant Tracking Systems. Overview of Applicant Tracking Systems. Benefits of Applicant Tracking Systems. Choosing an Applicant Tracking System. Assessing Your Requirements. Checklist of Applicant Tracking System Features. Table of contents.

How the Latest Employment Law Changes Affect Your Company

Synergy

Each day, news outlets reveal yet another story about a new law that affects hiring, employee management, or HR in general. Let’s take a look at the latest employment law changes and how they might affect your company. New Tax Laws Alter Benefit Offerings. Tax law is complicated, and each organization must take stock of the changes to determine exactly how their individual business will be affected. Addressing the Latest Employment Law Changes.

Applicant tracking system guide: From A to Z

Workable

Introduction to Applicant Tracking Systems. Overview of Applicant Tracking Systems. Benefits of Applicant Tracking Systems. Choosing an Applicant Tracking System. Assessing Your Requirements. Checklist of Applicant Tracking System Features. Table of contents.

CalChamber-Opposed Employment Law Bills Await Action by Governor

HRWatchdog

Quite a few employment-related bills have passed the Legislature. Five bills that could significantly affect California employers are on the Governor’s desk awaiting review and action. If signed into law, SB 63 would require employers to provide 12 weeks of baby bonding leave to employees in addition to the myriad of other leaves of absence programs California already imposes. In addition, the bill carries the threat of litigation for employers.

What fair chance hiring laws are and how to comply with them

Business Management Daily

Most people worry that hiring justice system alumni is a bad idea, even if it means rejecting qualified candidates who clearly deserve a second chance. In other words, before you let criminal history impact your decision, you must first conduct a good faith interview pursuant to the law.

10 Top HRMS Software: The 2022 Edition

SurveySparrow

That’s why for many companies, finding the top HRMS software has become a priority. Enter Human Resource Management System (HRMS) software. Which is the best HRMS software? Here is the top HRMS software in 2022 (for businesses of all sizes).

What is HRIS? | Human Resource Information System | CuteHR

CuteHR

The most often used software in human resources is a Human Resources Information System (HRIS). To put it another way, an HRIS is a software-based system that allows firms large and small to handle a variety of operations such as human resources, accounting, management, and payroll.

Sumser: How the EU rules on AI will alter HR’s relationship with tech

HRExecutive

The number of agencies that regulate HR is about to grow—and the accompanying penalties facing employers can make EEO compliance look tame. state and federal laws that will inevitably follow. Employment lawyers and technology go together like oysters and cupcakes.

29 HR Tools every HR Professional Should Know about in 2020

Digital HR Tech

HR tools come in many different shapes and sizes. But since it can be hard to keep track of every human resource tool that pops up, we’ve decided to do the nitty-gritty stuff for you. In this article, we’ve listed 29 HR tools every HR professional should know about in 2020.

The vaccine mandate: What we know so far

Business Management Daily

OSHA has at least three choices: All employees of an employer, regardless of where they work. Since the purpose of the ETS would be to cover as many employers as possible, OSHA could opt for the first or third choices. What standard will OSHA use to assess employers’ compliance?

Examples of ADA accommodations

Business Management Daily

Employers may struggle with how phrases such as “reasonable accommodation” and “undue hardship” apply to the situations they encounter. Not only does such hesitancy deprive qualified individuals of career opportunities, it also subjects the employer to charges of discrimination.

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.

Long COVID is protected by the ADA — what you need to know

Business Management Daily

While the data on long-COVID numbers are still inconclusive, most are in agreement that these long-lasting effects of the virus are causing significant issues for employers. The newer EEOC Guidance puts that in context for the laws that it interprets. Employment Law Labor Laws

Eight questions to ask when choosing your first HR system

cipHR

From the user experience to mobile access and reporting dashboards, we share the top nine questions you should be considering when choosing your first HR software. Do you (or will you) need an HR system with global capabilities? And does it allow for variances in employment law? .

AI is not a Quick-Fix Solution for Discrimination

HRExecutive

Artificial intelligence is already past the tipping point of becoming a prevalent tool to help companies find more and better job applicants and decide who to hire or promote. We’re adopting AI very fast, for all employers, and we need to be more careful and ask harder questions of our vendors,” says Bischoff, a Minneapolis-based attorney with tHRive Law and Consulting. This historical knowledge has informed current work with its popular and widely promoted Watson AI systems.

Optimizing the Onboarding Process for a Remote Workforce in a Post-Pandemic World

Cisive

Leverage Onboarding Technology to Provide a Better Experience. The right onboarding technology tools can improve the experience for both human resources departments as well as candidates and new employees. Facilitate Form I-9 Completion with Electronic I-9 Software.

The increased need for HR risk management tools

PeopleStrategy

Carefully considering these issues, approaching them sensibly and using the right HR technology tools can help your organization continue to weather the storm even as the economy and work environment remain uncertain for the foreseeable future. Assess the risks for your business.

The SEC’s new disclosure rules are changing HR forever. Are you ready?

HRExecutive

Be aware that you’ll need more than just data from within your own core HR systems. Assess and Address Retention. Understand the Law of Attraction. An employee at one of our customers recently posted a comment saying they love their employer’s talent marketplace.

Assessing Talent for the Future of Work (Video)

HR Examiner

This panel led by John Sumser debates the tried and true vs. the innovative and unproven in assessing talent for the Future of Work. And my background is in mathematics, and building mathematical models for learning, for assessment, for classification, and for prediction. So we’ve got an academic view of what assessment is and the commercial view of what assessment is. And with that he pretty much disrupted the way the assessment took place.

What OSHA’s new COVID safety guidelines mean for your business

Business Management Daily

As anticipated, OSHA has released new guidelines for employers around COVID safety and prevention. However, that does not mean that employers should them. Assign a workplace coordinator who will be responsible for COVID-19 issues on the employer’s behalf.

Monetizing employees may not be illegal, but it’s not a good practice

Business Management Daily

However, according to the Consumer Financial Protection Bureau , employees can become indebted to their employers for the cost of essential tools and employer-mandated training. It’s not uncommon for an employer to, say, pick up a new hire’s moving expenses and then to forgive the debt ratably over, say, five years. Payback agreements for mandated employer-provided training, however, aren’t quite the same thing as a voluntary fringe. Employment Law Labor Laws

Making sense of the CDC’s new COVID guidance

Business Management Daily

This in turn will help you set a viable return-to-work date and allow you to assess whether a new variant is virulent enough to require you to reactivate your work from home protocols. The Community Levels tool helps communities decide what preventative steps to take based on the latest data. Employment Law Labor LawsWork used to be something you got paid to do and the place where you did it. That changed almost two years ago to the day.

Pets in your workplace? Assess the risks and draft a policy.

Ohio Employer's Law

Despite your desire to allow pets—whether as a perk, a recruitment tool, or both—your employees still make up the core of your enterprise. If you are considering having a pet-friendly workplace, I recommend contacting employment counsel to walk you through the risks and to assist in drafting an appropriate policy. Related Stories From the archives: Santa’s Employee Handbook EEOC on Wellness Programs and EEO-1s Employers, do not ignore obvious disability accommodations.

Coronavirus Q&A

HR Counselor's Corner

Employers should send the employee home and require them to stay home until they are able to return under CDC guidance. Employers should review the CDC’s website for guidance. A good CDC reference for employers can be found here: [link].

What a termination at Google means for HR tech

HRExecutive

Timnit Gebru, an expert researcher in how facial recognition applications can be biased against people of color, was recently terminated after collaborating with Google colleagues on an academic paper exploring the potential for bias in AI systems, according to the New York Times.

Legal considerations for returning to business as usual post-COVID

Business Management Daily

Major employers are announcing that workers will soon be called back to their cubicles. Google, Bloomberg, and other major employers say it will be business as usual by Labor Day. This could be a self-screening through an app or a daily check-in. Conduct a hazard assessment.

Avoid these big legal mistakes when reopening

Business Management Daily

Mistake #2: Making individualized health assessments. Employers may take steps to determine if employees entering the workplace have COVID-19 because an individual with the virus will pose a direct threat to the health of others,” says the EEOC. Employment Law Labor Laws

Workers’ comp model could curb opioid crisis

Business Management Daily

Department of Labor is responsible for managing the federal workforce’s workers’ compensation system through its Office of Workers’ Compensation Programs. Tailored treatment that assesses each injury, including whether opioids are needed at all. Employment Law Labor Laws

Accommodate or Terminate? Firing on ADA legal considerations

Business Management Daily

Firing disabled workers is one of the riskiest moves an employer can make. The ADA requires covered employers to provide reasonable accommodation to disabled employees. Employers may not discriminate against an employee or applicant because the person needs an accommodation.

How an Applicant Tracking System Can Improve the Hiring Process

InfinityHR

When it comes to talent management in the hiring process, many employers rely on an Applicant Tracking System (ATS) to help them narrow down their search to a group of candidates they believe would be the best fit for the position they are marketing to fill. The solution at its very core is designed to make the hiring process quicker, easier and more enjoyable. What is an applicant tracking system? How can ATS software help improve the recruiting process?

CDC workplace safety guidelines: adoption and enforcement

Business Management Daily

Plus, employers have to decide how to police the COVID-19 protocols they’re trying to follow. Employers should first take a close look at CDC guidance. While it isn’t mandatory, employers should view CDC COVID-19 guidance as best practices. Employment Law Labor Laws

Outplacement

HR Management

Get it wrong and a company can face uncapped liabilities totaling hundreds of thousands of dollars… think about Adverse Action, OH&S and Common Law claims. Remember it is the employer who is enforcing these changes on their employees, so a duty of care certainly exists. Furthermore, by subjecting employees to this trauma it is incumbent on the terminating employer to provide timely counselling and support to all affected personnel.

How to support workers with ‘hidden’ disabilities

cipHR

While many HR professionals might be confident in their knowledge of employment law related to more common, visible disabilities such as mobility problems, so-called ‘hidden’ disabilities – such as dyslexia and autism – pose a much greater challenge. In a recent CIPHR employment law seminar, Matthew Huggett, partner at Carbon Law Partners , explained how employers can best support people with these conditions. . What does the law say?

EEOC outlines 4 new approaches to fight workplace harassment

HR Morning

So both groups think the responsibility falls on the employer. It was comprised of representatives from academia and the social sciences, legal practices, employer and employee advocacy groups, and unions. The result: A wealth of strong guidance – most notably, four checklists the EEOC urges employers to use to stymie harassment. The checklists of what employers should have in place are long, but here are the keys: 1.

Get a Letter 227? IRS’ new online tool to navigate the wave of ACA penalties

HR Morning

Now that employers have been notified of their potential ACA shared-responsibility penalties by the IRS, the agency is offering guidance on how they should respond. The IRS just created a webpage titled Understanding Your Letter 227 , a reference to the correspondence some employers may receive regarding an assessment of an employer-shared responsibility penalty under Code § 4980H. The IRS also reminds employers that the Letter 227 is not a bill.

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Conducting Individualized Assessment as Part of the Adverse Action Process

Sterling Check

When a company uses a job candidate’s background information to deny employment, they must comply with federal and state laws that protect the applicant from discrimination. One possible outcome of a background screening report is that an employer takes adverse action when choosing to deny employing a candidate based on the findings of the report. One component of the adverse action process is called Individualized Assessment. Individualized Assessment.

Resist assuming that employee’s disability might cause a safety hazard

Business Management Daily

For example, making repeated requests for medical assessments and other records to prove the employee can safely work when he has already been doing so can create a hostile work environment. Department of Homeland Security as a field technology telecommunication specialist for Customs and Border Protection. Final note: One of the easiest ways to violate the ADA and other disability laws is to regard someone as disabled. Discrimination and Harassment Employment Law

Work Schedule Conflict Leads to Religious Accommodation Lawsuit

HR Daily Advisor

10th Circuit Court of Appeals— which covers Colorado, Kansas, New Mexico, Oklahoma, Utah, and Wyoming—provides another reminder that religious accommodations come in all shapes and sizes—and that proving “undue hardship” is often a high hurdle for employers. Once an employee proves entitlement to a religious accommodation, the burden of proof shifts to the employer to show that it either made the accommodation or couldn’t because of an undue hardship. Takeaway for Employers.