The Latest HR News
  • Thursday, August 13, 2020
    COVID-19 and the related stay-at-home orders have affected every employer differently. Some were able to shift to a telework model, while others modified their workplace operations or closed their doors completely. But, as the country moves toward reopening the economy amid the continuing threat of the virus, every employer is grappling with how to protect not only their employees from infection but also their business from liability. Even employers that have prepared and implemented well-designed return-to-work plans are wondering what other steps they can take to protect their businesses from employee claims related to the contagion. We have a few suggestions.
  • Wednesday, August 12, 2020
    Uber and Lyft are under orders to reclassify their drivers in California as employees instead of independent contractors, after a judge issued a temporary injunction on August 10. Uber quickly announced it would file an emergency appeal.
  • The National Labor Relations Board (NLRB) swore in two members on August 10, leaving the Board with one empty seat and its Republican majority intact.
    View all NLRA News.
  • As businesses reopen after the lifting of COVID-19 stay-at-home orders, employers are grasping with how to make their workplaces as safe as possible for their employees. Making the task especially difficult are the constant changes in government regulations deeming certain businesses as essential and limiting the extent to which they may operate. Furthermore, employers are faced with the possibility of being sued if an employee contracts the coronavirus at the workplace. Already, businesses across the country are facing lawsuits alleging they failed to maintain safe work environments and safety protocols designed to prevent or limit their employees’ exposure to the virus.
  • Tuesday, August 11, 2020
    The Black Lives Matter movement emerged in 2013 after George Zimmerman was acquitted in the shooting death of Trayvon Martin. The recent killings of George Floyd and others have resulted in the movement expanding beyond the issues of law enforcement and race—they’ve resulted in a national reckoning on racial disparities in several regards, including income, education, and healthcare. Statues are coming down, names of forts, buildings, and highways are changing, and employers in all sectors have pledged financial support to confront the inequalities. Yet, the greatest responsibility for addressing the disparities will be for employers to assess their policies and practices. Illegal discrimination is hard to prove. But, the absence of proven bias doesn’t necessarily mean the presence of equal opportunity.
  • Monday, August 10, 2020
    The global response to George Floyd's tragic and shocking death and other recent acts of injustice (including those involving Ahmaud Arbery, Christian Cooper, Breonna Taylor, and Nina Pop, among others) and the ensuing protests and riots amid the COVID-19 economic crisis have affected businesses directly or indirectly. As the current events continue to unfold, employers may face a plethora of related workplace issues. You should be prepared to respond.
  • Friday, August 7, 2020
    Whether to discipline employees for off-duty conduct has always been a sticky issue. As protests and social media posts about social injustice increase, however, employers are examining anew their duties to respond to employees' off-duty conduct that may have an adverse impact on their business reputation or the enterprise itself. Here are some guidelines to consider when confronted with those kinds of issues.
    View all Discipline News.
  • Thursday, August 6, 2020
    The Equal Employment Opportunity Commission (EEOC) is taking steps to clarify how the Americans with Disabilities Act (ADA) affects opioid use among employees. While employers generally dread the thought of opioid use since it can pose safety risks, trigger absenteeism, hamper productivity, and cause any number of other problems, they need to understand their obligations under the law.
  • COVID-19 will create lasting changes in workplaces across all industries and for employers of all sizes. As companies start to grapple with the complex legal, medical, and ethical considerations surrounding the reopening of the workplace, wage and hour and pay equity issues must remain at the forefront of the decision-making process.
  • Wednesday, August 5, 2020
    The number of people entitled to paid leave under the Families First Coronavirus Response Act (FFCRA) will be expanded if a ruling from a New York federal judge holds.
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