Fiji Employment Law Updates

Global People Strategist

This led to passing of the Employment Relations (Amendment) Act 2020 (ERA), which led to changes in Fiji’s employment law due to the difficulties faced by businesses during COVID-19. However, the employer has discretion to provide more than two days if desired.

HR Certifications, Are They Really Important?

PerformanceICreate

Certification adds credibility to your experience while broadening your skillset and your knowledge base. Passing any of the HR exams requires a working knowledge of the HR BOK® (Human Resources Body of Knowledge), and certification communicates this knowledge to potential employers. Should a seasoned HR professional – or even a novice – without certification seek the credential? It can enhance employment opportunities and growth and gives a seasoned pro an edge.

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Georgia Employment Laws Every 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 Georgia employment laws every small business owner should know.

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 Reasons Why HR Compliance is More Complicated Than Ever

Cisive

Because compliance is changing so quickly on the state and federal level, HR departments are finding it more and more challenging to keep up with current regulations and changes to employment law. A vendor partner can be the HR practitioner’s best support to help navigate the fast-moving legal compliance landscape that includes background screening, reference checks, and employment verification. Non-Compliance in HR is Complicated and Expensive.

Mitigate compliance risks: protect your business with HR software

myhrtoolkit

Compliance risks can vary from industry to industry, but there are some risks that matter for all organisations. From GDPR compliance and data security certifications to health and safety compliance, there are huge demands on businesses to keep their data and people safe. Employment law HR software Staff management

Returning to work presents ADA compliance challenges for employers

Business Management Daily

Employers have to provide help to keep vulnerable disabled workers safe when they insist on returning or you need them. The ADA bars employers from asking questions that are likely to reveal an employee’s disability. However, during a pandemic, employers have considerable leeway. The EEOC’s recent guidance defers to employer guidance from the Centers for Disease Control (CDC). Employers may ask employees and applicants if they are experiencing symptoms of COVID-19.

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. How to Properly Classify Your Workers and Ensure Compliance. Changes in marijuana laws. “Ban the Box” laws.

4 HR and Compliance Changes for 2020

Cisive

A comprehensive legal and HR compliance update is essential for keeping up with ever-changing laws and regulations. Your designated HR compliance specialist or team members should stay up to date on these changes, but if your company is small or has a complicated business structure, you may need additional support to remain compliant. New HR Compliance Changes for 2020. An I-9 is the Department of Homeland Security’s (DHS) Employment Eligibility Verification form.

Video: Medical Certification Process for Employee Leave Requests Explained

HR Daily Advisor

When an employee requests a leave of absence under the Family & Medical Leave Act (FMLA), the employer must provide a medical certification form to be completed by the employee’s health care provider. In this video, Michael Bansback of LeClairRyan explains your rights and responsibilities as an employer regarding the medical certification process. Barnsback presented on the topic at a recent Advanced Employment Issues Symposium (AEIS).

Connecticut Court Affirms Employer’s Request for Enhanced FMLA Certification

HR Daily Advisor

Indeed, the FMLA gives employees who request and take leave plenty of advantages and provides significant penalties for employers that fail to comply with their obligations under the Act. In recent years, plenty of disgruntled former employees have successfully relied on seemingly minor errors and omissions in employers’ efforts to comply with the FMLA’s detailed and nuanced technical requirements as the basis for a lawsuit. Different FMLA Certification Requirements.

How Resume & Employment Verification Protects Employers

Cisive

Resume fraud is a global problem that affects employers, the gig economy, and volunteer agencies whether they are screening in the U.S., has brought resume verification into the spotlight and many employers are wondering if they have done enough to protect themselves from liability in similar situations. Among the minority of employers who do check college credentials, most only check a student’s attendance or graduation dates.

Coronavirus and compliance: Obligations Under FMLA, ADA and Title VII

HR Morning

Employers are scrambling to determine what they should be doing now to prepare for the very frightening and growing threat of the coronavirus. The impact of these viral illnesses will ripple through every workplace, regardless of location or industry, cautions veteran labor and employment attorney Dr. Jim Castagnera, in a Premiere Learning Solutions webinar. Employers are taking a serious look at how they can keep their businesses operating and protect employees.

How the California Consumer Privacy Act Impacts Background Checks

Cisive

The California Consumer Privacy Act of 2018 (CCPA) goes into effect on January 1, 2020 and it will rank amongst the most stringent privacy laws in the U.S. The new law will provide California residents with more control over their digital information and provide significant penalties to covered companies who fail to comply. state privacy laws limit their definitions of “personal information” to certain identifiers that could be used to commit identity theft (e.g.,

Data 48

Sweden Planning to Introduce the Economic Employer Approach in January 2021

Immedis

The Swedish Government has released a proposal to introduce the economic employer approach at the start of 2021. The so-called 183-day rule is not applicable due to the presence of an economic employer in Sweden. these are foreign entities who do not hold the F-skatt certificate.

5 Commonly Asked Questions About Background Screening for HR and Recruiting Leaders

Cisive

HR and recruiting leaders are wholly invested in compliance when it comes to background screening and employment law. Which laws regulate the employment and background screening process? Legal compliance has become more challenging than ever before. Companies must consider both Equal Employment Opportunity Commission (EEOC) and Federal Trade Commission (FTC) guidelines for collecting, using, and disposing of background check information.

Coordinating FMLA with Discrimination Laws

HR Daily Advisor

In this article series, we’ll focus on the intersection of the Family and Medical Leave Act (FMLA) and how it affects many other laws, including the Americans with Disabilities Act (ADA), workers’ comp, and other state laws that apply to medical or disability leaves. Additionally, the FMLA may intersect with a variety of employer-provided leaves and policies, including those for short- or long-term disabilities.

Five tips to help HR apply and comply with the SMCR

cipHR

How would you rate your compliance so far with the Senior Management and Certification Regime (SMCR)? Given that the extended regulations came into force in December 2019, and that they affect every aspect of the employee lifecycle – from hiring to appraisals and offboarding – HR’s lack of involvement with SMCR compliance so far is a worrying trend. . Work closely with compliance teams. Want to learn more about the tips and techniques f or SMCR compliance?

9 FMLA record keeping requirements employers need to know

HR Morning

Employment law attorneys recommend periodic internal audits of all record keeping practices. That way, if there’s ever a dispute, you’ll be able to produce the required documentation — not to mention stay in compliance with federal laws. It’s especially important to be on top of your game since, according to the law, the burden of establishing eligibility for FMLA leave is on the employer.

Data Security for HR and Workplace Leaders

Cisive

The Rising Cost of Data Breaches for Employers and HR. How HR Can Protect Your Company Employment and Candidate Data. While much of this data exposure is innocuous and accidental, some malicious individuals may use their access to wreak havoc upon their ex-employer. Every new hire’s employment contract should include specific language regarding the treatment of confidential data while working for and upon leaving the company.

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A Refresher Course on FMLA Return-to-Work

HR Daily Advisor

In my opinion, the Family and Medical Leave Act (FMLA) remains one of the most (if not the most) difficult employment laws to administer. The federal regulations are lengthy and detail-oriented, setting forth various compliance deadlines, rules, and (of course) exceptions. Often, employers place employees on FMLA leave, either temporarily or permanently, for legitimate business reasons. Employment Law Answers employer FMLA leave laws

Coordinating FMLA with State and Federal Laws

HR Daily Advisor

In this article series, we’ll focus on the intersection of the Family and Medical Leave Act (FMLA) and how it affects many other laws, including the Americans with Disabilities Act (ADA), workers’ comp, and other state laws that apply to medical or disability leaves. Additionally, the FMLA may intersect with a variety of employer-provided leaves and policies, including those for short- or long-term disabilities. Many state FMLA laws follow the federal FMLA almost verbatim.

Reasonable accommodation can require additional leave

Business Management Daily

Basic requirements for disabled workers: Managing an employee who is ill or injured can be one of the most challenging tasks employers face. Employers must know all federal, state and local leave laws. The ADA requires employers to provide qualified individuals with disabilities reasonable accommodation to perform their job’s essential functions. Employers can’t simply declare the disabled worker can’t take time off because he hasn’t earned time off yet.

Disputed Absences Prevent FMLA Victory for Kentucky Employer

HR Daily Advisor

A federal court in Kentucky recently ruled that a Kentucky employer must go to trial in a Family and Medical Leave Act (FMLA) case in part because there were disputes over whether an employee was absent and whether he had been given FMLA paperwork at the time of the absences. He never completed or returned FMLA certification paperwork. The minute details of the FMLA continue to befuddle employers.

What is GINA? The federal discrimination law you need to know.

Business Management Daily

The federal law has been around for a decade, yet many employers still don’t know exactly how to comply. GINA essentially bars using genetic information in employment decisions and bars acquiring genetic information improperly. GINA bars employers from discriminating against or harassing employees based on their genetic information. The law also protects employees from employer retaliation. It prohibits genetic information employment discrimination.

Cybersecurity for Small and Mid-Sized Businesses

HR Counselor's Corner

If you do business in a jurisdiction that has its own data protection laws, you might not have a choice as to whether or not you’re going to implement a cybersecurity program – you have to! The European General Data Protection Regulation (“GDPR”) can be frightening – penalties for non-compliance can reach up to 4% of a company’s global revenue, or $22.5 Other training resources and certifications are also available, depending on a business’s specific needs.

Dispute Over Job Requirements Defeats Summary Judgment on Disability Discrimination Claim

HR Daily Advisor

The New Jersey Supreme Court recently permitted a disabled nurse to proceed to trial on her claim that the termination of her employment constituted disability discrimination. The court based its decision on a factual dispute over the physical requirements of the nurse’s job, her employer’s apparent failure to consider potential accommodations for her disability, and a lack of evidence that her return to work posed a risk of harm to herself or others.

Ask the Expert: Can We Require Return to Work Waiver for Employee on FMLA with Brain Tumor?

HR Daily Advisor

Employers with light duty programs may offer alternate, available light duty positions to employees who wish to return to work. According to the EEOC, an employer may be required—as a reasonable accommodation under the ADA—to reassign marginal functions of a job, but it is not required to reassign essential functions. Virtually all employers in your state—Kansas—must provide workers’ compensation insurance coverage for their employees. Second, is medical certification.

Leave Q&A: Job Restoration for Employee with Brain Tumor?

HR Daily Advisor

Employers with light duty programs may offer alternate, available light duty positions to employees who wish to return to work. According to the EEOC, an employer may be required—as a reasonable accommodation under the ADA—to reassign marginal functions of a job, but it is not required to reassign essential functions. In most states, virtually all employers must provide workers’ compensation insurance coverage for their employees. Second, is medical certification.

FMLA: Is Postoperative Care Considered a Serious Health Condition?

HR Daily Advisor

As employers are well aware, the Family and Medical Leave Act (FMLA) allows eligible employees to take leave for qualifying serious health conditions. 2nd Circuit Court of Appeals—which covers Connecticut, New York, and Vermont—highlighted the need for employers to be more inquisitive—and perhaps more expansive—when determining whether a condition is a “serious health condition.”

FMLA Retaliation? Idaho Court Upholds Employer’s Administration of Leave

HR Daily Advisor

Recently, the Idaho Supreme Court released an opinion in which it upheld a district court’s dismissal of an employee’s claim that his employer interfered with his request for Family and Medical Leave Act (FMLA) benefits. The analysis in the case should encourage employers that the diligent administration of FMLA leave programs will help protect them should a claim be filed. FMLA notice and certification requirements. by Jason R.

Misclassification Alone Is Insufficient for Class Treatment

HR Daily Advisor

Wage and hour class actions continue to be large thorns in the sides of many employers, and this recent decision serves as a good reminder of how critical it is for you to review your overtime policies, job descriptions, and exemption classifications. Trial Court Denied Motion for Class Certification. In each of its nine offices throughout California, Tristar generally employs a branch manager, claims supervisors, administrative staff, and three levels of claims examiners.

Critical Updates for I-9 and E-Verification Compliance

Precheck

Critical Updates for I-9 and E-Verification Compliance Jul. Over the past two years, federal laws and policies related to citizenship and immigration enforcement have had several changes. HR and legal teams have had to struggle to keep up to date on changes specifically related to I-9 and E-Verify on the federal level, but also applicable changes in state laws. 18, 2017, employers must use the revised form with a revision date of 07/17/17.

The business challenges that make it hard to be an employer

Insperity

Employers have always faced a lot of business challenges. Factors that contribute to the complexity employers face: Increasing business regulations at all levels of government, A patchwork of rules for operating in different states and regions New expectations from employees and customers. Here’s an overview of those key issues – compliance, risk mitigation, retention, workplace culture and customer relationships – plus a few tips on how employers can successfully navigate them.

Free HR and Payroll Learning Opportunity: Kronos Fall eSymposium

HR Bartender

Most of the sessions have been pre-approved by the Society for Human Resource Management (SHRM) , the Human Resources Certification Institute (HRCI) , and the American Payroll Association. Kronos will be providing a certificate of participation for your files. 2019 Employment Law Update – With new Fair Labor Standards Act (FLSA) changes on the horizon, I know this will be a popular session.

Kronos 208

What you can and can’t do when employees discuss wages

Insperity

In fact, having a policy against it could get you in hot water with the National Labor Relations Board (NLRB) because such policies generally violate federal labor law. The National Labor Relations Act protects employees’ rights to discuss conditions of employment, such as safety and pay even if you’re a non-union employer. The employer had a handbook policy against discussing wages, but it was found to be unlawful by the NLRB. What employers can’t do.

What’s New and Critical for in I-9 and E-Verification Compliance

Cisive

Over the past two years, federal laws and policies related to citizenship and immigration enforcement have had several changes. HR and legal teams have had to struggle to keep up to date on changes specifically related to I-9 and E-Verify on the federal level, but also applicable changes in state laws. In mid-2017, US Citizenship and Immigration Services (USCIS) released a revised version of Form I-9, Employment Eligibility Verification. The date employment was terminated.

Immigration laws profoundly affect the workplace

Business Management Daily

Immigration laws complicate managing employees in the workplace. citizen or non-citizen national, a lawful permanent resident or an alien authorized to work. Employers play a vital role in ensuring only workers with the legal right to work do so. That role includes monitoring non-citizen workers to stay in compliance with immigration laws. Employers find it hard to retain workers with temporary visas as the Green card process has ground to a halt.

Q&A: Employment Authorization for Remote Workers

HR Daily Advisor

As we’ve discussed in recent articles , the Trump administration’s aggressive stance on immigration enforcement suggests that employers should also be prepared for an increase in workplace audits and document inspections from Immigration and Customs Enforcement (ICE). If you have remote employees who will not report to the physical workplace premises, then you may have a third party act as an authorized representative of the employer to review these documents and fill out Form I-9.

DOL Issues First Opinion Letters in 9 Years, Provides Clarity on FMLA and FLSA Matters

HR Daily Advisor

Opinion Letters provide valuable guidance to employers, as they deal with real-life, day-to-day issues that employers face in the workplace, not simply legal principles that may be difficult to apply to real world situations. In the situation presented, the employees’ medical certifications required them to have an hourly break of at least 15 minutes. Jones, JD is a Senior Legal Editor for BLR’s human resources and employment law publications.