HR Video Resource Center
HR.BLR.com legal editors provide expertise and commentary on the hottest and latest employment law compliance news and HR trends.
Regulatory Analysis
We are continually updating our state and national regulatory analysis to help you keep up with the changing regs. See the updated section below to find all of the topics.
New Documents
  • HR Audio Presentations:
    Excessive absenteeism and lateness are serious problems that disrupt operations and negatively affect productivity, quality, customer service, and employee morale. Supervisors need to understand the costs and causes of attendance problems as well as the possible solutions. Use this Attendance Management--What Supervisors Need to Know audio presentation to train your workers on attendance.
  • The Americans with Disabilities Act (ADA) was enacted to eliminate discrimination and provide all Americans—with or without disabilities—with equal employment opportunities. Since supervisors make many hiring, promotion, and job assignment decisions, they should understand the basic requirements of the ADA. Use this ADA--What Supervisors Need to Know audio presentation to train your workers on disabilities (ADA).
  • HR Guidance:
  • In the event of pandemic influenza, businesses will play a key role in protecting employees' health and safety as well as limiting the negative effects on the economy and society. Planning for pandemic influenza is critical. Our editors have gathered these resources to help you get your company prepared.
  • HR News:
    After a jury awarded a former Iowa State University (ISU) employee $500,000 in emotional distress damages for an intentional infliction of emotional distress claim, the state appealed, claiming the harm suffered by the employee didn’t meet the legal threshold. The Iowa Supreme Court disagreed, upholding the award.
  • We have cautioned many times that employers must engage in the interactive process when there is a situation involving the Americans with Disabilities Act (ADA) and an employee's job duties. A recent case from the federal trial court in Jackson, Mississippi highlights some of the difficulties employers face.
  • Isolated remarks related to an employee’s national origin may not be enough to support a claim of discrimination, but they can lead to costly lawsuits. During training, be sure that managers and supervisors understand the negative consequences of making “politically incorrect” comments.
  • One size doesn’t fit all when it comes to effective workplace-sponsored weight control approaches, says a new report from Northeast Business Group on Health (NEBGH). Employers would do well to consider adding innovative technology applications, among other things, as supplements to traditional healthy eating and exercise programs.
  • By Donna Goss and Don Robertson, Northampton (PA) Community College
    A business is the by-product of innovation; taking an idea for a product or a service and translating it into an exchange for money. That does not happen without a strategy for the translation along with being able to get people interested in purchasing it, executing in a fiscally successful way, and using technology to be both effective and efficient in generating the output.
  • A new survey on managers in the workplace was recently conducted to examine the qualities various generations prefer in managers, how generations perceive the importance of the managerial role, and Millennials’ appetite for leadership.
  • The gun violence that took place in Ottawa yesterday in a place of business is all too familiar-- and underscores the importance of being prepared. Do you have a workplace gun policy? What are the important components an employer's gun policy that will make it effective?
  • Recently, the Tennessee Court of Appeals emphasized that an employee can't succeed on a retaliatory discharge claim unless his discharge violates a clear and important public policy. This article explores the narrow limits of the retaliatory discharge exception to employment at will and explains how newly enacted legislation affects employers' potential liability under the Tennessee Public Protection Act (TPPA).
  • The impact of contagious diseases such as ebola in the workplace is undeniable. However, in such hazardous situations, employees, as well as their employers, must assume responsibility for their own health and safety.
  • Subject to certain exceptions, the Americans with Disabilities Act (ADA) prohibits employers from requiring medical exams or asking "disability-related" questions. The restriction applies to both job applicants and employees. When is it okay for an employer to ask medical questions or require a medical exam? And what kinds of questions are okay to ask?
  • A recent decision from the U.S. 7th Circuit Court of Appeals—which covers employers in Illinois, Indiana, and Wisconsin—interprets the Family and Medical Leave Act (FMLA) in ways that have many employers scratching their head. Read on to learn how employee rights under the FMLA have been given a boost.
  • The California Supreme Court recently issued a key decision on whether a franchiser can be held vicariously liable for sexual harassment committed by a franchisee's employee. The answer depends on whether the franchiser retained or assumed the right of general control over daily operations at its franchised location.
  • With new Fair Labor Standards Act (FLSA) regulations on the horizon, a recent case from Massachusetts may be the last of its kind. A recent case from the Massachusetts federal district court shows how part of the current regulations work, but is a new analytical regime on the horizon?
  • Flu season can affect workplaces with both missed work days and presenteeism. The Public Health Division of the Oregon Health Authority offers helpful business practices to lessen the impact on productivity.
  • The release of The Great Generational Shift report by Hudson coincides with dramatic changes taking place within companies right now as a result of the simultaneous employment of multiple generations.
  • By Attorney Marylou Fabbo, Skoler, Abbott & Presser, P.C.
    Last year saw the 20th anniversary of the Family and Medical Leave Act (FMLA), and the Department of Labor (DOL) celebrated the anniversary with a report that cited the positive impact that the FMLA has had over the course of its first two decades.
  • The Department of Labor (DOL) is currently undergoing the rulemaking process. Proposed rules were originally due out in November 2014 according to the Agenda, but now have been delayed until early 2015. DOL changes to the overtime regulations could increase the number of employees nationwide who qualify for overtime in several ways.
  • The results of a recent BLR Poll asking if readers were aware of attendance issues due to domestic violence against employees or their families.
  • A New Jersey employer succeeded in getting an employee's claims under the Family and Medical Leave Act (FMLA) and the New Jersey Law Against Discrimination (NJLAD) dismissed after it proved he would have been terminated regardless of whether he took a protected leave of absence.
  • Words have power, so choose them carefully! If not for the court's careful consideration of a supervisor's words, his explanation for an employee's termination could have been used as evidence of retaliation in a recent case before the U.S. Court for the District of Minnesota.
  • Performing background checks in some form is a recommended practice and can give you peace of mind in knowing that who hire is who he or she claims to be. Also, background checks are a useful tool for minimizing the risk of negligent hiring claims down the line. As a preview, Attorney Lester Rosen has supplied some frequently asked questions—and answers—to this HR topic.
  • Can the number of times an employee has been turned down for a promotion be considered evidence of retaliation? Not necessarily. That's especially true when different individuals made the promotion decisions. It's even truer when the employee seeking the promotion was previously demoted after being found naked on the roof of the elementary school where he worked.
  • We are seeing more and more litigation over noncompetes. And more employers are asking us to draft noncompetes, while more employees are asking us if they are enforceable. Here's a recent case out of the Dallas Court of Appeals that sheds some light on this issue.
  • This week, the HR Daily Advisor discussed employer branding, recruitment, and childhood taunts. Here’s the HR Daily Advisor week in review.
  • The U.S. Department of Labor will award $169,771,960 in grants to expedite the employment of Americans struggling with long-term unemployment.
  • By Edward G. Brown
    If your company is experiencing excessive employee turnover, there is one culprit that you might be overlooking: interruptions.
  • Going beyond traditional healthcare offerings, Astellas, a pharmaceutical company based in Northbrook, Illinois, has launched a new benefits program for its almost 3,000 U.S. based employees that offers a culture of support for multigenerational family responsibilities.
  • Are employers doing enough to close the so-called skills gap? According to a survey of employed and unemployed Americans by Mindflash, the answer is “No.”
  • After an employee sued, claiming she was terminated for race and age discrimination and whistleblowing, her former employer asked a federal judge in Hawaii to compel her to arbitrate her claims pursuant to its arbitration policy.
  • By Russell Harley
    Project sponsorship is an important role in the project management process. Just like project managers and project teams, project sponsorship is also needed to make the difference between successful projects versus failures. Project sponsorship is important for HR managers because it can help improve management practices.
  • In this recent case, the U.S. District Court for the District of Kansas analyzed the circumstances under which an employer may be held liable for a nonemployee's harassment of one of its employees.
  • Once an employee gives her employer notice that she's requesting leave under the Family and Medical Leave Act (FMLA), the employer cannot escape liability for discrimination by merely approving the leave but skipping the paperwork designating the leave as FMLA- protected.
  • Some employers have used merger clauses to update and change their noncompete agreements over the years. Although merger clauses allow you to ensure that a new agreement supersedes all previous terms, such clauses may produce unintended consequences.
  • Will managers be getting the thumbs-up this Boss's Day (October 16)? According to a new survey most people are impressed with their managers.
  • By Terri L. Rhodes, Executive Director DMEC
    Employers abhor government regulations, viewing them as interfering in how they manage their businesses. Complying with regulations is time consuming, puts a drain on valuable resources, can increase costs and is often seen as diverting management attention from core business goals.
  • Apple and Facebook, two tech-giants and leaders in their fields, recognize the advantage of increasing the diversity among its staff. Accordingly, they are forging ahead with strategies to recruit female talents. The companies have come up with a novel strategy: Both will pay women to freeze their eggs.
  • Flu season is almost here, and the CDC cites that the flu costs the United States more than $87 billion annually and is responsible for the loss of close to 17 million workdays each flu season, amounting to billions lost in office productivity.
  • Alabama's Department of Labor has recently entered into a formal Memorandum of Understanding (MOU) with the federal Department of Labor (DOL) where both agencies agree to share information regarding independent contractor misclassification. By doing so, Alabama has joined several other states that have already entered into similar MOUs with the DOL.
  • FMLA is a compliance beast. And managing employee leave is only getting trickier with new rules, scenarios, and conditions. Get a better understanding with MaryLou Fabbo's frequently asked questions and answers.
  • Indiana's "service letter" statute was recently amended to no longer require that employers provide employees who request a reason for their termination with a true statement of the cause.
  • The 6th Circuit Court of Appeals recently considered age discrimination and retaliation claims filed by a nurse anesthetist who was fired after three consecutive performance errors, including administering a blood transfusion to a patient without a doctor's order.
  • The U.S. Court of Appeals for the 7th Circuit—which covers Illinois, Indiana and Wisconsin—recently overturned a trial court's dismissal of an employee's retaliation claim based on the passage of more than three years between her complaint of sexual harassment, her request for leave under the Family and Medical Leave Act (FMLA), and the denial of a promotion and her subsequent demotion.
  • When is not knowing more valuable than knowing? Why are you often at your best when you are doing something for the first time? In a rapidly changing world, experience can be a curse. Careers stall, innovation stops, and strategies grow stale.
  • About one in four American adults suffer from a diagnosable mental disorder in any given year. This slideshow explains the issue of mental illness at work, it’s impact on the workplace, legal obligations for employers, and tips on how to create a mental health friendly workplace.
  • The restaurant industry is one of the largest and fastest growing economic sectors in the country. It is also the single, largest source of sexual harassment charges filed by women with the Equal Employment Opportunity Commission (EEOC), with a rate five times higher than the general female workforce.
  • This week, the HR Daily Advisor discussed severance agreements, outsourcing, and holiday leave. Here’s the HR Daily Advisor week in review.
  • In a controversial decision, National Labor Relations Board (NLRB) increased successor liability when it fails to hire employees of its predecessors in an attempt to avoid union representation.
  • Based on a study of claims experience, The Hanover Insurance Group has identified four common crime schemes in business.
  • Arbitration agreements are not always freely negotiated between the parties. Typically, an employer requires an employee to agree to arbitrate as a condition of employment. Recently, employees challenged the scope of an arbitration clause in a confidentiality and noncompete agreement. Did the court enforce it?
  • The Supreme Court of New Jersey has ruled that an employee injured on a public street between her office and the off-site parking garage paid for by her employer was not entitled to workers' compensation benefits because the accident didn't occur in the course of employment.
  • The U.S. 8th Circuit Court of Appeals recently had to decide whether an employee was rightfully terminated for policy violations even though she had approval from her supervisor for her actions.
  • Don’t assume that your employees “get it” when it comes to the risk in distracted driving. Help protect them from themselves by sharing these startling facts with them. According to the Network of Employers for Traffic Safety:
  • Nearly half of American workplaces employ people considered to have "excessive" tattoos and piercings, according to a recent survey of over 200 employers by Avant Resources. The survey also probed issues involving inappropriate attire and sexual orientation.
  • Questions about how the Family and Medical Leave Act (FMLA) intersects with performance problems often arise. Let's see how the U.S. 4th Circuit Court of Appeals addressed the issue in a recent case.
  • By Chris Hill, the founder and CEO of Spotlite
    Employers are becoming keenly aware of how the benefits they offer can contribute to satisfied employees. However, reaping the rewards of a rich assortment of medical and voluntary insurance products requires an engaging enrollment process that provides employees with all they need to make purchase decisions they feel good about.
  • Understanding job seekers' preferences and profiles is the first step to attracting top talent, according to the 2014 Candidate Preferences Survey from ManpowerGroup Solutions.
  • HR Policies:
    This sample HR Athletics policy, “Athletics,” can be used in an employee handbook or as a standalone policy addressing HR administration issues in the workplace. Download this Athletics sample policy to your computer or print it out.
  • This sample HR AIDS and Disease policy, “Communicable Diseases (Strict),” can be used in an employee handbook or as a standalone policy addressing discrimination issues in the workplace. Download this AIDS and Disease sample policy to your computer or print it out.
  • This sample HR AIDS and Disease policy, “Communicable Diseases Information and Safety Protocol (Standard),” can be used in an employee handbook or as a standalone policy addressing discrimination issues in the workplace. Download this AIDS and Disease sample policy to your computer or print it out.
  • This sample HR AIDS and Disease policy, “Communicable Diseases (Standard),” can be used in an employee handbook or as a standalone policy addressing discrimination issues in the workplace. Download this AIDS and Disease sample policy to your computer or print it out.
  • This sample HR AIDS and Disease policy, “Communicable Diseases (Progressive),” can be used in an employee handbook or as a standalone policy addressing discrimination issues in the workplace. Download this AIDS and Disease sample policy to your computer or print it out.
  • This sample HR Benefits policy, “Employee Discounts,” can be used in an employee handbook or as a standalone policy addressing employee discounts in the workplace. Download this Benefits sample policy to your computer or print it out.
  • This sample HR Dress Code policy, “Tattoos, Body Markings and Piercings,” can be used in an employee handbook or as a standalone policy addressing dress code issues in the workplace. Download this Dress Code sample policy to your computer or print it out.
  • This sample HR Benefits policy, “Insurance (Standard),” can be used in an employee handbook or as a standalone policy addressing benefits & leave issues in the workplace. Download this Benefits sample policy to your computer or print it out.
  • This sample HR Benefits policy, “Automobile Usage,” can be used in an employee handbook or as a standalone policy addressing benefits & leave issues in the workplace. Download this Benefits sample policy to your computer or print it out.
  • HR PowerPoints:
    Excessive absenteeism and lateness are serious problems that disrupt operations and negatively affect productivity, quality, customer service, and employee morale. Supervisors need to understand the costs and causes of attendance problems as well as the possible solutions. Use this Attendance Management--What Supervisors Need to Know PowerPoint presentation to train your workers on attendance.
  • The Americans with Disabilities Act (ADA) was enacted to eliminate discrimination and provide all Americans—with or without disabilities—with equal employment opportunities. Since supervisors make many hiring, promotion, and job assignment decisions, they should understand the basic requirements of the ADA. Use this ADA--What Supervisors Need to Know PowerPoint presentation to train your workers on disabilities (ADA).
  • HR Quizzes:
    This training session will examine the scope and cost of substance abuse and discuss the role of your supervisors in helping to manage this difficult and complex problem in a way that both helps employees in need and protects co-workers and the organization from the negative impact of substance abuse. Use this Substance Abuse in the Workplace--What Supervisors Need to Know quiz to train your workers on alcohol and drugs.
  • HR Speaker's Notes:
    Excessive absenteeism and lateness are serious problems that disrupt operations and negatively affect productivity, quality, customer service, and employee morale. Supervisors need to understand the costs and causes of attendance problems as well as the possible solutions. Use these Attendance Management--What Supervisors Need to Know speaker's notes to train your workers on attendance.
  • The Americans with Disabilities Act (ADA) was enacted to eliminate discrimination and provide all Americans—with or without disabilities—with equal employment opportunities. Since supervisors make many hiring, promotion, and job assignment decisions, they should understand the basic requirements of the ADA. Use these ADA--What Supervisors Need to Know speaker's notes to train your workers on disabilities (ADA).
  • HR Surveys:
    BLR's 2014 Employee Leave Survey is available for download below.
Updated Documents
  • HR Policies:
    This sample HR Healthcare Insurance policy, “Company Insurance Plans (Strict),” can be used in an employee handbook or as a standalone policy addressing benefits & leave issues in the workplace. Download this Healthcare Insurance sample policy to your computer or print it out.
  • This sample HR Healthcare Insurance policy, “Company Insurance Plans (Standard),” can be used in an employee handbook or as a standalone policy addressing benefits & leave issues in the workplace. Download this Healthcare Insurance sample policy to your computer or print it out.
  • This sample HR Healthcare Insurance policy, “Company Insurance Plans (Progressive),” can be used in an employee handbook or as a standalone policy addressing benefits & leave issues in the workplace. Download this Healthcare Insurance sample policy to your computer or print it out.
  • HR Regulatory Analysis:
Questions & Answers
• Two or more full-time employees who work a 40-hour week.
• Four or more employees who each work 20 hours per week.
• Both answers (A and B) are correct.
 HR Strange But True
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