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.
2015 Changes to Overtime Regulations

Our new Resource Center provides the latest news about the DOL proposed changes to overtime regulations of the FLSA--as well as analysis, policies, checklists, forms, and a calculator to help you ensure that your organization is in compliance.

New Documents
  • HR Audio Presentations:
    Keeping employees safe keeps them on the job and working at full capacity, which sustains productivity. Employees who are confident in the safety of their workplace will also be motivated and energetic. And they will be more satisfied with their jobs. Use this Workplace Safety for Employees audio presentation to train your workers on safety and health.
  • Business meetings are essential for exchanging information, discussing important issues of common concern, developing new ideas, making decisions, solving problems, and planning for the future. Use this Effective Meetings--How to for Supervisors audio presentation to train your workers on communication.
  • HR Checklists:
    The Checklist for Compliance with Section 503 of the Rehabilitation Act of 1973 is designed to help contractors assess their compliance with the affirmative action program (AAP) requirements of Section 503 by answering a series of “yes/no” questions about their company’s practices and policies. Contractors are not required to use the Checklist, and using the Checklist does not ensure compliance with the Section 503 regulations. However, using the Checklist may help a contractor enhance its awareness of its AAP obligations and alert it to potential compliance problems that may need correction.
  • HR Guidance:
    There’s simply no avoiding it—HR is a profession driven by recordkeeping. But all of that documentation creates a mountain of paperwork and files, and it can be difficult to lay hands on the files you need in a timely manner.
  • Does your state restrict the monitoring of employee communications? Find out using this state-by-state comparison chart.

    View this chart in HTML.

    This chart covers state specific laws. For local ordinances, please visit the topic analysis page on Electronic Monitoring.

  • Does your state restrict employers from making payroll deductions? Does your state prohibit firing employees because of wage garnishments? Find out using this state-by-state comparison chart.

    View this chart in HTML.

    This chart covers state specific laws. For local ordinances, please visit the topic analysis page on Deductions from Pay or Garnishment.

  • Does the state restrict employers from asking applicants or employees about arrests? Convictions?

    View this chart in HTML.

    This chart covers state specific laws. For local ordinances, please visit the topic analysis page on Background Checks.

  • Does your state regulate drug and alcohol testing? Find out using this state-by-state comparison chart.

    View this chart in HTML.

    This chart covers state specific laws. For local ordinances, please visit the topic analysis page on Alcohol and Drugs.

  • Does your state restrict the monitoring of employee communications?
  • Does the state regulate whether employers may obtain credit reports on applicants and employees? Find out using this state-by-state comparison chart.

    View this chart in HTML.

    This chart covers state specific laws. For local ordinances, please visit the topic analysis page on Background Checks.

  • Does the state regulate whether employers may obtain credit reports on applicants and employees?
  • Does your state restrict employers from making payroll deductions? Does your state prohibit firing employees because of wage garnishments?
  • Does your state regulate drug and alcohol testing?
  • Does the state restrict employers from asking applicants or employees about arrests? Convictions?
  • HR Job Descriptions:
    The job summary for Risk Management Specialists is to analyze and manage risk management issues by identifying, measuring, and making decisions on operational or enterprise risks for an organization.
  • The job summary for Online Merchants is to conduct retail activities of businesses operating exclusively online. May perform duties such as preparing business strategies, buying merchandise, managing inventory, implementing marketing activities, fulfilling and shipping online orders, and balancing financial records.
  • The job summary for Brownfield Redevelopment Specialists and Site Managers is to plan and direct cleanup and redevelopment of contaminated properties for reuse. Does not include properties sufficiently contaminated to qualify as Superfund sites.
  • The job summary for Cytotechnologists is to stain, mount, and study cells to detect evidence of cancer, hormonal abnormalities, and other pathological conditions following established standards and practices.
  • The job summary for Geneticists is to research and study the inheritance of traits at the molecular, organism or population level. May evaluate or treat patients with genetic disorders.
  • The job summary for Naturopathic Physicians is to diagnose, treat, and help prevent diseases using a system of practice that is based on the natural healing capacity of individuals. May use physiological, psychological or mechanical methods. May also use natural medicines, prescription or legend drugs, foods, herbs, or other natural remedies.
  • The job summary for Neurologists is to diagnose, treat, and help prevent diseases and disorders of the nervous system.
  • The job summary for Patient Representatives is to assist patients in obtaining services, understanding policies and making health care decisions.
  • HR News:
    Limeade, an employee health and wellness platform, has announced the winners of its 2015 Limelight Awards. The annual awards recognize employers who are leading the industry in employee wellness strategy with engaging programs that inspire change.
  • The Hawaii Supreme Court recently ruled that an arbitration agreement was unenforceable because it was ambiguous. The court also found three provisions in the arbitration agreement were unconscionable because they afforded an unfair advantage to the stronger party in the transaction. Although it wasn't an employment case, the court's discussion holds lessons in crafting arbitration agreements for employers.
  • Companies of all sizes are using cloud-based technology to augment their onboarding efforts, and, as a result, they are making the process more engaging, fun, and effective, says Karl Mehta, CEO of EdCast, a personal learning network. “Everything is moving to the cloud.”
  • There are risks in any job but the professions deemed the most dangerous in a new CareerCast report include the obvious—truck driver, firefighter, and enlisted military personnel, as well as the less evident—emergency medical technician, construction laborer, and animal care worker.
  • The EEOC has opened its reporting portal for its annual EEO-1 surveys, due September 30th. The new portal contains some changes that reporting employers must be aware of, including changes in password, new rules regarding consolidating reports and use of employer identification numbers (EINs).
  • Although the legal requirements of the FMLA and the ADA are similar in some regards, at times an employer may find that the requirements of one law contradict the other, and the employer cannot comply with both laws. In these cases, it is important to know which law takes precedence, or 'trumps,' the other. This article series will highlight the similarities and differences between the FMLA and the ADA.
  • They want to drive to their jobs, head into their private offices and meet face-to-face with colleagues before calling it a day—hopefully, not too late, since work-life balance is their primary career concern. Sound like a Baby Boomer, or even Gen X?
  • By Mary L. Topliff, Esq.

    A recent California Court of Appeal opinion in Swanson v. Morongo Unified School District, 2014 Cal.App. LEXIS 1183, held that the Morongo school district failed to establish that it provided a reasonable accommodation to a teacher who had breast cancer, and it failed to engage in the interactive process.
  • Ordinarily, an employee in North Carolina who doesn't have a contract for a definite term of employment is an employee at will and may be discharged without reason at any time. However, the employment-at-will rule is subject to certain exceptions, and was recently addressed by the North Carolina Court of Appeals.
  • Recently, the Vermont Supreme Court was faced with this question: Is the availability of judicial review of a public employee's termination—either in a lawsuit for breach of contract or a review of government action under Rule 75 of the Vermont Rules of Civil Procedure—sufficient to satisfy the posttermination hearing requirement?
  • By Laura Carabello, Founder and Principal, CPR Strategic Marketing Communications

    Due to rising costs and healthcare reform, medical travel—leaving one’s home state or region to travel to a Center for Excellence (COE) for high quality, more affordable surgical procedures or episodes of treatment—is quickly becoming a benefit option for many of the nation’s leading companies.
  • Many of our readers handle unemployment claims. A sometimes knotty issue is whether the employee engaged in misconduct that led to her termination. If she did, she will be ineligible for unemployment benefits. For a case that expands that definition, read on.
  • A Pennsylvania federal court recently ruled that a female employee could proceed with her lawsuit against an employer that allegedly terminated and discriminated against her based on her heightened sensitivity to fragrances.
  • Due to the Great Recession, many displaced workers have struggled to re-enter the workforce. To assist workers in getting back on their feet and to alleviate the business resources required in helping displaced workers, Vertical Media Solutions is now offering nationwide corporate outplacement services.
  • A New Jersey appellate court recently upheld the dismissal of a hostile work environment race discrimination and harassment claim, finding the employer took action to prevent discrimination, properly addressed the employee's complaint, and prevented further discrimination against him.
  • Blackhawk Engagement Solutions’ employee research demonstrates which rewards keep Millennials happiest and most productive compared with other employees.
  • A recent case from the U.S. Court of Appeals for the 5th Circuit—which covers Louisiana, Mississippi, and Texas—dealt with an age discrimination case in which the discharged employee argued that similarly situated younger employees weren't terminated for similar performance violations. Let's see how the court analyzed the matter.

  • Alcoholism is at a near epidemic rate in the United States. It is inevitable that employees suffering from alcoholism will have performance and attendance issues, potentially implicating the FMLA, ADA, and related state laws. Precisely which employees are protected and what employers need to do to address alcoholism in the workplace can be complicated.

  • The federal Department of Labor’s (DOL) Home Care Final Rule (Final Rule) has been upheld by the D.C. Court of Appeals. Most significantly, the DOL prohibits third party employers, such as home care agencies, from claiming the companionship or live-in worker exemptions
  • Retaliation claims of any variety are potentially explosive for employers. Nothing angers jurors, courts, or governmental agencies like an employee’s accusation she was fired in retaliation for exercising her rights or “doing the right thing.” A case involving a Tulsa, Oklahoma retirement community shows us a few of the factors that come into play when an employee accuses an employer of retaliatory motivation.
  • By Brady Wilson, Juice Inc.

    More and more, we are seeing employees and managers who are engaged, but not energized. They’re loyal and they work hard—but they’re exhausted. To create a truly engaged organizational culture, businesses need to focus not only on engagement but energy—essentially, moving “beyond engagement” as we know it today.
  • Knowing that Millennials and parents are under increasing pressure, EY, a company that provides professional services,conducted a survey to understand what employees seek in a job—why they quit, why they stay, and how this differs by generation.
  • The 7th Circuit—which covers Illinois, Indiana and Wisconsin–recently considered whether the facts surrounding the termination of three employees by DeVry University, a for-profit college, between 10 and 30 months after they complained to HR about a supervisor created a question for trial about whether the college had a retaliatory motive.
  • By Dan Ruch, CEO of Rocketrip

    For HR professionals who manage corporate travel, cutting costs can feel like playing with fire. The CFO and other executives pressure you to rein in travel expenses, but doing so can start a wildfire. To transform travel culture – to make employees perceive savings an opportunity, not a punishment –HR departments should restructure their travel policy around five ideas.
  • Mobile technology is a key component in a new certification program, for Vivint’s field service professionals, and in the company’s ability to train them at a faster rate.
  • In a nationally anticipated decision, the Colorado Supreme Court recently upheld an employer's termination of an employee for a positive drug test because of his off-duty, off-premises marijuana use. The court's narrow decision in the case turned on the fact that marijuana use remains illegal under federal law.
  • The U.S. 2nd Circuit Court of Appeals—which covers Connecticut, New York, and Vermont—recently announced a surprisingly employer-friendly test for evaluating whether unpaid interns should be classified as employees.
  • Unemployment insurance is temporary income for certain workers who become unemployed through no fault of their own. An employer has the right to challenge a former employee's entitlement to unemployment benefits. However, if it plans to challenge a claim for benefits, the employer needs to be prepared with evidence showing that the former employee either voluntarily quit or was terminated for just cause.
  • Although the employer involved in an EEOC case may not like seeing its dirty laundry aired in public, a consent decree gives other employers a sense of how much a typical employment discrimination claim may be worth. That's the case with a recent settlement between a North Carolina employer and the EEOC.
  • 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.
  • With two thirds of individual performance drivers tied to career conversations, employers should focus on development opportunities to retain top talent, according to a new report from Right Management.
  • Real-world experience, office politics, among other things, are some of the top post-college challenges for accountants in their first job, says new Accountemps survey.
  • According to a new survey, released by the University of Phoenix School of Business, approximately 60 percent of all working adults want a new career, but nearly 40 percent of these adults are unsure what to pursue.
  • ManpowerGroup Solutions introduces a new user-experience based framework to help leaders better understand the strengths and gaps of retention.
  • By Elizabeth Dukes, iOffice.com



    Being a leader is a learned skill that can only be gained in the field. Through an accumulation of experiences, workplace leaders can make multiple decisions at a moment's notice. If you are looking to advance into a top HR leadership position, here are 10 things you must learn to do habitually every day!
  • Recently, the court of appeals covering Texas gave some bad news to a lawyer representing an employee who sued his employer for age discrimination—namely, that his failure to request an element of damages in the complaint precluded his recovery of attorneys' fees. The court's opinion also has some other useful lessons.
  • A Pennsylvania trial court has ruled that the Pennsylvania Wage Payment and Collection Law (WPCL) does not allow an employer to require employees to accept their wages via bank payroll cards.
  • A National Labor Relations Board (NLRB) administrative law judge (ALJ) recently held that Cooper Tire & Rubber Company unlawfully terminated an employee for making racist comments in a picket line. In an attempt to rationalize his decision, the ALJ found that although the employee's comments were "racist, offensive, and reprehensible, they were not violent in character."
  • Two former employees sued Chipotle Mexican Grill, Inc., challenging its policy of requiring employees to purchase slip-resistant shoes from a vendor as a condition of employment and deducting the cost of the shoes from employees' paychecks without obtaining their written authorization.

  • In a recent 9th Circuit case of disability discrimination, brought by an employee who was fired after making death threats against coworkers, the court pointed out that the ability to appropriately handle stress and interact with others is an essential function of almost every job
  • By Tammy Binford

    Northwestern University’s scholarship football players won’t be union members when they take to the field this year, now that the National Labor Relations Board (NLRB) has dismissed the petition to form a union for the players.
  • The 6th Circuit recently ruled that an employee who was allegedly laid off while she was on leave covered by the Family and Medical Leave Act (FMLA) was entitled to a jury trial because the employer's lack of written policies left unresolved questions about her status.
  • 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.
  • According to the survey, two in five workers keep working outside of traditional office hours, and one in four check on work during activities with family and friends. The survey results also show that men are more likely to be tied to the office.
  • According to Careerbuilder, 90 percent of the highest-paying nondesk jobs are in health care, and there are 170 growing nondesk jobs that pay more than $15 per hour and require an associate degree or less.
  • Given that 23 states and Washington, D.C., have legalized marijuana use in some form so far, the question arises: How should employers adjust their drug policies if the medicinal or recreational use of marijuana is permitted in their state or locality, or even nationally?
  • Recently, the 8th Circuit—which covers Arkansas, Iowa, Minnesota, Missouri, Nebraska, North Dakota, and South Dakota—had to decide whether an employee was considered disabled because he had several driving while impaired (DWI) charges. Does alcoholism fall under the Americans with Disabilities Act (ADA)?
  • The National Labor Relations Board (NLRB) recently addressed a novel issue in a case involving an employee who engaged in misconduct during an investigatory interview for which he had been denied his right to a union representative. The employer discharged the employee for his misconduct. The issue facing the NLRB was, what is the appropriate remedy for such conduct?
  • Employees repeatedly taking intermittent leave can be disruptive, yet employers need follow the law’s requirements. How can an employer stay compliant while reducing the chance of employees gaming the system?
  • By Jennifer Benz, Benz Communications

    Only 14% of U.S. workers can correctly define common insurance terms like deductible, copay, coinsurance and out-of-pocket maximum. Here are 7 tips employers can use to improve health literacy and plan understanding through communication.
  • HR Policies:
    This sample HR Moonlighting policy, “Work Rules,” can be used in an employee handbook or as a standalone policy addressing benefits & leave issues in the workplace. Download this Moonlighting sample policy to your computer or print it out.
  • This sample HR Complaints and Investigations policy, “Government Investigations (Standard),” can be used in an employee handbook or as a standalone policy addressing HR administration issues in the workplace. Download this Complaints and Investigations sample policy to your computer or print it out.
  • This sample HR Aliens and Immigration policy, “No-Match Letters,” can be used in an employee handbook or as a standalone policy addressing privacy & immigration issues in the workplace. Download this Aliens and Immigration sample policy to your computer or print it out.
  • This sample HR Civil Rights policy, “Sexual Orientation (Standard),” can be used in an employee handbook or as a standalone policy addressing discrimination issues in the workplace. Download this Civil Rights sample policy to your computer or print it out.
  • This sample HR Privacy policy, “Email (Standard),” can be used in an employee handbook or as a standalone policy addressing HR administration issues in the workplace. Download this Privacy sample policy to your computer or print it out.
  • HR PowerPoints:
    Keeping employees safe keeps them on the job and working at full capacity, which sustains productivity. Employees who are confident in the safety of their workplace will also be motivated and energetic. And they will be more satisfied with their jobs. Use this Workplace Safety for Employees PowerPoint presentation to train your workers on safety and health.
  • HR Speaker's Notes:
    Keeping employees safe keeps them on the job and working at full capacity, which sustains productivity. Employees who are confident in the safety of their workplace will also be motivated and energetic. And they will be more satisfied with their jobs. Use these Workplace Safety for Employees speaker's notes to train your workers on safety and health.
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