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:
    Strains and sprains are the leading cause of workplace injuries and illnesses, and the back and shoulders are the parts of the body most affected. Ergonomics is the science of fitting working conditions to the people who have to do the work through the design of equipment and safety procedures. Use this Back Safety audio presentation to train your workers on ergonomics.
  • Strains and sprains are the leading cause of workplace injuries and illnesses, and the back and shoulders are the parts of the body most affected. Ergonomics is the science of fitting working conditions to the people who have to do the work through the design of equipment and safety procedures. Use this Back Safety (Spanish) audio presentation to train your workers on ergonomics.
  • Frontline responsibility for compliance with the FMLA often rests with supervisors and managers. Therefore, they need to be trained to recognize whether an employee’s absence—including leaving early, coming in late, or not coming in at all—is covered under the FMLA provisions. Use this FMLA--What Supervisors Need to Know audio presentation to train your workers on leave of absence (FMLA).
  • Employee complaints are a normal part of running a business and should be expected from time to time. This means that your supervisors must be adept at handling complaints so that the issues can be resolved in a fair and correct manner. Use this Handling Employee Complaints audio presentation to train your workers on complaints and investigations.
  • This training program is a guide to compliance with the recordkeeping and notice requirements of key federal laws. It will help managers, supervisors, and human resources professionals understand their responsibilities and verify that the organization is complying in full with federal law. Use this Recordkeeping and Notice Requirements audio presentation to train your workers on records.
  • HR Guidance:
    candidate soft skills EbookResearch has proven that proficiency in a short list of competency areas, which focus on soft skills, are the true predictors of success in almost every job. In this Ebook, "Soft Skills, Hard Benefits: Assessing the key predictors of successful hires", by SkillSurvey, you will learn about these predictors, which will help HR professionals and other hiring managers make the right personnel decisions. Learn more about candidate assessments.
  • pre hire ebookThe intelligent application of pre-hire data helps companies hire the best talent and avoid those who will be bad hires. And the most progressive companies are discovering the single-most powerful data source for predicting success on the job: detailed reference assessments on the candidate’s past job performance – provided by managers and co-workers who have worked with them in the past. In this Ebook, "The Anatomy of a Pre-Hire 360 Reference Assessment," by SkillSurvey, you will learn the value of generating, reliable, valid and compliant assessments. Learn more about SkillSurvey, a BLR partner.
  • HR Handouts:
    Strains and sprains are the leading cause of workplace injuries and illnesses, and the back and shoulders are the parts of the body most affected. Ergonomics is the science of fitting working conditions to the people who have to do the work through the design of equipment and safety procedures. Use this Back Safety (Spanish) handout to train your workers on ergonomics.
  • Employee complaints are a normal part of running a business and should be expected from time to time. This means that your supervisors must be adept at handling complaints so that the issues can be resolved in a fair and correct manner. Use this Handling Employee Complaints handout to train your workers on complaints and investigations.
  • This training program is a guide to compliance with the recordkeeping and notice requirements of key federal laws. It will help managers, supervisors, and human resources professionals understand their responsibilities and verify that the organization is complying in full with federal law. Use this Recordkeeping and Notice Requirements handout to train your workers on records.
  • HR News:
    The 1st Circuit recently concluded that an employer could be liable for sex discrimination under Title VII of the Civil Rights Act of 1964 when a 'jilted coworker intent on revenge' actively seeks to have the object of his or her desire terminated, even if the coworker doesn't supervise the employee subject to discharge. The court also expanded the scope of potential quid pro quo harassment claims.
  • Don’t assume that your managers and supervisors can provide consistent employee recognition and rewards without training, says a motivation expert.
  • Final regulations for Section 503 of the Rehabilitation Act of 1973 and the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA), and proposed regulations increasing contractors’ minimum wage requirements made a busy summer for federal contractors.
  • The US Department of Labor (DOL) has proposed new rules regarding the definition of who qualifies as a husband or wife under the Family and Medical Leave Act (FMLA).
  • Despite the importance of pay when it comes to attracting and retaining employees, companies are falling short in the delivery of their base pay and annual incentive programs, according to research by global professional services company Towers Watson.
  • The percentage of positive drug tests among American workers has increased for the first time in more than a decade, fueled by a rise in the use of marijuana and amphetamines, according to drug test results released by Quest Diagnostics.
  • The Kansas Supreme Court recently held that because an employee did not have a permanent work location and his job required him to travel to ever-changing sites, the going and coming rule did not bar him from receiving benefits.
  • In very narrow circumstances—such as playing a female role in a movie—being female may be a requirement for the job and thus permitted as an exception to laws prohibiting sex discrimination. But the exception is rarely allowed, as illustrated by a recent decision of the 9th Circuit.
  • Without a doubt, administering leave under the Family and Medical Leave Act (FMLA) can be an administrative hassle — and, at times, downright confusing. Many employers forget, however, that FMLA administration starts with the development and implementation of a written policy.
  • The new Towers Watson Data Services Salary Budget Survey found that U.S. employers are planning to give pay raises that will average 3 percent in 2015.
  • Federal officials are hoping that federal job-driven training initiatives will equip jobseekers with in-demand skills and then match them with employers looking for skilled labor.
  • Workers often are not all good or all bad, and that can be problematic when an employer is trying to establish good cause to terminate an employee under the Montana Wrongful Discharge from Employment Act (WDEA).
  • Undertaking quality and effective outreach and recruiting of veterans is vital to contractors’ compliance efforts under the new contracting rules.
  • 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.
  • It's been another busy year for healthcare insurance reform so far, and government agencies have released new guidance on coverage waiting periods for 2015 and beyond. Under the Affordable Care Act (ACA), effective for plan years beginning on or after January 1, 2014, insurers and plans must limit any waiting periods for coverage to 90 days.
  • On September 15, 2014, the DOL announced that it awarded $ 10,225,183 to 19 states to implement or improve worker misclassification detection and enforcement initiatives in unemployment insurance programs. According to the DOL, these funds will assist the 19 states in identifying improperly classified employees and 'under the table' workers.
  • A magistrate judge recently issued a recommended decision clarifying Maine law on wrongful termination and defamation to the U.S. District Court for the District of Maine.
  • Nordstrom and Bloomingdale's both have dispute resolution programs requiring arbitration of employee disputes. In two separate decisions, one involving each retailer, the 9th Circuit recently approved enforcement of arbitration and barred employees from pursuing class claims in court.
  • The New Jersey Appellate Division recently held that language in an employment application that shortened the statute of limitations for certain employment claims available to an employee created an enforceable contract.
  • By John E. Thompson, Fisher & Phillips LLP
    A company has delayed paying employees' overtime compensation until the end of the following calendar month, instead of paying it on the regular bi-weekly payday as in the past. The workers eventually receive everything they are due under the federal Fair Labor Standards Act’s (FLSA) overtime requirements. "No harm, no foul," right?
  • President Obama signed an Executive Order (EO), the Fair Pay and Safe Workplaces Order, requiring contractors to self-report violations of labor and employment laws.
  • Nearly 90% of the 2,662 HR professionals that took our 2014 Policy Practices survey reported that their organization had formalized employee workplace policies. This infographic reveals employment practices regarding policy distribution, enforcement and updates as well as employer use of at will disclaimers and background checks.
  • Managing Family and Medical Leave Act (FMLA) leave can be one of the most challenging and frustrating responsibilities for HR. What can employers do when an employee is slow to provide documentation and respond to medical exam requests? In a recent case, a federal appeals court ruled that an employer was justified in firing an employee for failing to cooperate with its FMLA leave approval process.
  • This week, the HR Daily Advisor discussed a New Way of Working (NWoW), policies, and putting all your eggs into one basket! Here’s the HR Daily Advisor week in review.
  • Friendships, cronyism, nepotism, affairs. Many types of personal relationships can result in one employee being treated better than another. But is favoritism discriminatory?
  • September is National Preparedness Month and ready.gov asks workplaces to take action by planning a National PrepareAthon! Day on or around September 30 to take the opportunity to prepare employees for specific hazards.
  • The Oakland Raiders' cheerleaders have scored a touchdown of their own, in court, winning a wage theft lawsuit that has been brewing for months
  • The Idaho Supreme Court recently strengthened the employment-at-will doctrine by refusing to apply one of its foremost exceptions: wrongful discharge in violation of public policy. In doing so, the court implied how difficult it is for a disgruntled employee to prove the requirements of the exception. The court also cautioned employees to think carefully before pursuing claims that are frivolous, unreasonable, or without foundation.
  • Since the Americans with Disabilities Act (ADA) was amended, employers in Massachusetts have struggled with what is and isn't a disability. After the ADA Amendments Act (ADAAA), ailments that hadn't previously been considered disabilities suddenly were covered under federal law. To make matters more difficult, there is a distinction between the Massachusetts antidiscrimination statute and ADA when it comes to determining whether a person is disabled/handicapped.
  • The U.S. 6th Circuit Court of Appeals recently held that an employee could proceed to trial on her retaliation claim when she was presented with the option to resign or be fired one day after reporting sexual harassment against her supervisor, despite being previously warned that termination could result for continued poor performance.
  • Hard to believe, but this spring was the first time an Oklahoma case answered the question of whether an employee’s offensive language directed at a supervisor disqualifies him from receiving unemployment benefits. Like many employment questions, the answer isn’t as clear-cut as you might expect.
  • Managers who supervise telecommuters need to know whether their employees are putting in the required hours and/or getting their work done at home. However, managers also need to be aware of whether telecommuters are taking enough breaks from their sedentary work.
  • In a recent notice of proposed rulemaking, the U.S. Department of Labor has announced its intention to publish a proposed rule revising the definition of "spouse" under the federal Family and Medical Leave Act.
  • Is your organization handcuffed by human resources data? Many organizations struggle to govern HR data as it often resides in multiple HR systems. However, the risks and exposures of not managing it effectively can be significant.
  • For retailers facing a sizable decrease in profitability following a minimum wage hike to $10.10, raising prices will not be enough.
  • Communication tops the list of skills training provided to individual contributors, according to a survey of executives and managers from more than 700 organizations by AMA Enterprise
  • The Arizona Cardinals of the National Football League (NFL) are defending a lawsuit filed by three former player employees. The case flags a potential end run around the exclusive remedy for workplace injury claims that Arizona employers count on, thanks to the state's workers' compensation laws.
  • Retaliation claims are costly and difficult to defend. Accordingly, once an employee files a claim with the Equal Employment Opportunity Commission (EEOC), you often feel that you have to walk on eggshells. You don't want to do anything to interfere with an agency's investigatory process or discourage employees from filing valid complaints. But what if you suspect there's something not quite right about the claim?
  • The California Court of Appeal recently distinguished prior case law that indicated exempt employee absences had to be for four or more hours before they could be deducted from the banks.
  • The New Jersey Appellate Division recently held that the provisions of the New Jersey law protecting employees from discrimination based on marital status also protect employees who are going through a divorce.
  • Research by Korn Ferry leadership and talent consulting services is finds that while women rate higher in overall competencies for senior leadership positions, they lack key career experiences that tend to give men an edge up on promotions at the most senior levels of organizations.

  • Recent years have seen an increase in the number of class and collective actions filed under the federal and state wage and hour laws. Collective actions under the Fair Labor Standards Act (FLSA), often appended with class actions for state law claims, have received much attention in this growing litigation.
  • This week, the HR Daily Advisor discussed recognition, babysitting, and leave time! Here’s the HR Daily Advisor week in review.
  • On Friday, the 7th Circuit Court of Appeals affirmed federal district court decisions from Indiana and Wisconsin striking down same-sex marriage bans in those states as unconstitutional.
  • A growing number of cities and states are putting limits on how and when prospective employers can ask about an applicant’s criminal background.
  • The Institute for Women’s Policy Research (IWPR) has released an exploratory report on a survey it conducting on the opportunities and challenges for women working in construction trades.
  • The employment statutes under which Texas employers operate provide that an employee who wins in court will be reimbursed for her attorneys' fees by her employer. However, we sometimes forget that an employee's attorneys' fees can far exceed the amount awarded to her.
  • Companies have been using self-assessments and personality tests for years. But the rate of hiring failures is still as high as ever. In this 90-second video, 'Predictive Hiring - How to Tell a Square Peg from a Round One,' you'll learn about a candidate assessment tool that can help guarantee that a job candidate is the best fit for your organization.
  • For an employee to be classified as exempt from overtime under the "commissioned employee" exemption, her earnings must be more than 1½ times the minimum wage. The California Supreme Court recently issued a decision clarifying whether an employer may attribute commissions paid in one pay period to other pay periods in order to satisfy that requirement.
  • HR PowerPoints:
    Strains and sprains are the leading cause of workplace injuries and illnesses, and the back and shoulders are the parts of the body most affected. Ergonomics is the science of fitting working conditions to the people who have to do the work through the design of equipment and safety procedures. Use this Back Safety PowerPoint presentation to train your workers on ergonomics.
  • Frontline responsibility for compliance with the FMLA often rests with supervisors and managers. Therefore, they need to be trained to recognize whether an employee’s absence—including leaving early, coming in late, or not coming in at all—is covered under the FMLA provisions. Use this FMLA--What Supervisors Need to Know PowerPoint presentation to train your workers on leave of absence (FMLA).
  • Employee complaints are a normal part of running a business and should be expected from time to time. This means that your supervisors must be adept at handling complaints so that the issues can be resolved in a fair and correct manner. Use this Handling Employee Complaints PowerPoint presentation to train your workers on complaints and investigations.
  • Strains and sprains are the leading cause of workplace injuries and illnesses, and the back and shoulders are the parts of the body most affected. Ergonomics is the science of fitting working conditions to the people who have to do the work through the design of equipment and safety procedures. Use this Back Safety (Spanish) PowerPoint presentation to train your workers on ergonomics.
  • This training program is a guide to compliance with the recordkeeping and notice requirements of key federal laws. It will help managers, supervisors, and human resources professionals understand their responsibilities and verify that the organization is complying in full with federal law. Use this Recordkeeping and Notice Requirements PowerPoint presentation to train your workers on records.
  • HR Quizzes:
    Employee complaints are a normal part of running a business and should be expected from time to time. This means that your supervisors must be adept at handling complaints so that the issues can be resolved in a fair and correct manner. Use this Handling Employee Complaints quiz to train your workers on complaints and investigations.
  • HR Speaker's Notes:
    Strains and sprains are the leading cause of workplace injuries and illnesses, and the back and shoulders are the parts of the body most affected. Ergonomics is the science of fitting working conditions to the people who have to do the work through the design of equipment and safety procedures. Use these Back Safety speaker's notes to train your workers on ergonomics.
  • Employee complaints are a normal part of running a business and should be expected from time to time. This means that your supervisors must be adept at handling complaints so that the issues can be resolved in a fair and correct manner. Use these Handling Employee Complaints speaker's notes to train your workers on complaints and investigations.
  • Strains and sprains are the leading cause of workplace injuries and illnesses, and the back and shoulders are the parts of the body most affected. Ergonomics is the science of fitting working conditions to the people who have to do the work through the design of equipment and safety procedures. Use these Back Safety (Spanish) speaker's notes to train your workers on ergonomics.
  • This training program is a guide to compliance with the recordkeeping and notice requirements of key federal laws. It will help managers, supervisors, and human resources professionals understand their responsibilities and verify that the organization is complying in full with federal law. Use these Recordkeeping and Notice Requirements speaker's notes to train your workers on records.
  • HR Surveys:
    BLR's 2014 Variable Pay Survey is available for download below.
  • HR Trainer's Guides:
    Employee complaints are a normal part of running a business and should be expected from time to time. This means that your supervisors must be adept at handling complaints so that the issues can be resolved in a fair and correct manner. Use this Handling Employee Complaints guide to train your workers on complaints and investigations.
  • HR Training Exercises:
    Employee complaints are a normal part of running a business and should be expected from time to time. This means that your supervisors must be adept at handling complaints so that the issues can be resolved in a fair and correct manner. Use this Handling Employee Complaints exercise to train your workers on complaints and investigations.
  • Employee complaints are a normal part of running a business and should be expected from time to time. This means that your supervisors must be adept at handling complaints so that the issues can be resolved in a fair and correct manner. Use this Handling Employee Complaints exercise to train your workers on complaints and investigations.
Updated Documents
  • HR Policies:
    This sample HR Health Information Privacy (HIPAA) policy, “HIPAA Notice of Privacy Practices,” can be used in an employee handbook or as a standalone policy addressing benefits & leave issues in the workplace. Download this Health Information Privacy (HIPAA) sample policy to your computer or print it out.
  • 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
WEBARRAY6
Copyright � 2014 Business & Legal Resources. All rights reserved. 800-727-5257
This document was published on http://HR.BLR.com
Document URL: http://hr.blr.com/whatsnew.aspx