What's New on HR.BLR.com
HR.BLR.com's What's New page is where you will find all of the most recent content added and updated to the site in the last 14 days. See the latest news, updated topic analysis, training sessions, and more.
HR Regulatory Analysis
We are continually updating our state and national regulatory analysis to help you keep up with the changing regulations. See the updated section on the What's New page, below, to find all of the updated topics.
New Documents
  • HR News:
    By Brendan N. Gooley
    Employers, take heed: Connecticut has increased its minimum wage from $10.10 to $15 an hour. Because the new state wage far exceeds the federal minimum wage, employers must pay the higher state amount to employees.
  • By Jeffrey D. Slanker, Sniffen & Spellman, P.A. This article highlights some pertinent aspects of the Florida Information Protection Act of 2014 (FIPA), explores potential vulnerabilities in computer systems, and shows how important it is that HR professionals are the front lines in the war on data breaches.
  • By Shawne Cihak, Account Executive, HUB International
    To bundle healthcare benefits or to unbundle? That was an issue that the city of Fort Collins had not yet grappled with by 2016, though it had the flexibility, with a self-funded program, to go either way. By choosing “unbundled” for its pharmacy benefits, the city saved a bundle—more than $1 million a year in costs.
  • By Angelo D. Catalano, Coughlin & Gerhart, LLP
    An employee alleging employment discrimination claims must show an adverse employment action wouldn't have occurred "but for" his disability, according to a recent ruling by the U.S. Second Circuit Court of Appeals—which covers Connecticut, New York, and Vermont. The case is good news for employers since it raises the burden of proof for litigants.
  • By Tammy Binford
    The Equal Employment Opportunity Commission’s (EEOC) web-based portal for the collection of newly required pay and hours-worked data is now live, but many employers that are supposed to file the reports may still have trouble meeting the September 30 deadline.

  • Mark Adams & Maggie Spell
    Back in March, a federal judge in Washington, D.C., set off a firestorm in the employer community when she reinstated the so-called EEO-1 Component 2 pay data reporting rule. The rule was implemented by the Equal Employment Opportunity Commission (EEOC) during the final year of the Obama administration, but just before it was to take effect in 2017, it was delayed indefinitely by the Trump administration. From the early reports about the judge’s ruling, you would have thought the sky was falling.
  • By Karen A. Henry, Davis Wright Tremaine LLP
    It's a fairly common story: An employer disciplines or discharges an employee, who then files a lawsuit claiming the action is retaliation for a complaint or grievance she previously made ("protected conduct"). Although the employee's lawsuit describes a litany of "retaliatory" actions supposedly taken by the employer, the facts show large gaps of time between her alleged protected conduct and the employer's supposedly "retaliatory" actions.
  • By Lin Grensing-Pophal, Contributor
    It’s been in the news frequently enough that most of us are at least vaguely aware that healthcare costs have been rising over the last several years. Anyone paying for health insurance is certainly more than vaguely aware of this. While employees are seeing higher deductibles and more expensive premiums, the impact on businesses is not negligible by any means.

  • by Tammy Binford
    U.S. Department of Labor (DOL) Secretary Alexander Acosta’s announcement that he is leaving his post amid controversy over his role in a lenient plea deal for multimillionaire Jeffrey Epstein is likely to bring a change in tone to the agency.
  • By Jacob M. Monty, Monty & Ramirez LLP
    In-N-Out had hoped to reverse a National Labor Relations Board (NLRB) ruling that the burger chain unfairly barred workers at an Austin, Texas location from wearing buttons supporting the “Fight for 15” campaign to increase minimum wages.
  • Brad Cave
    A city of Gillette, Wyoming employee recently learned that releasing confidential information without following your chain of command can not only get you fired but also leave you without unemployment benefits.
  • By Emily McAuliffe, Chief Marketing Officer, Further
    Today, more employers than ever offer their employees a consumer-driven health plan with a health savings account (HSA) as part of their benefits package. And to help build employee adoption and engagement, HR managers are constantly challenged to come up with educational tactics.
  • By James W. Sukharev
    An overweight bus driver filed a disability discrimination claim after being placed on administrative leave for failing a medical examination required by the U.S. Department of Transportation (DOT). Does he have a claim? The New Jersey Appellate Court weighs in.
  • By Kara E. Shea
    Take note of this recent decision from the U.S. 6th Circuit Court of Appeals (which covers Kentucky, Michigan, Ohio, and Tennessee), which provides some helpful language to support exempt classifications.
  • By A. Paul Protos
    A plan runs the risk of operational failures unless it implements operational procedures that ensure compliance with both plan changes and their respective effective dates.
  • Steven L. Brenneman
    Negligent hiring and retention claims aren’t commonplace, but astute employers understand they may be subjected to such charges if they fail to exercise reasonable care in hiring and supervising employees. A recent decision from the Illinois Appellate Court provides a refresher.
  • By Maggie Spell
    An HR manager who posted her opinions on Facebook about a man trying on a dress—and was subsequently fired for unsatisfactory job performance—couldn't make a case for retaliation under Title VII. Why?
  • A recent Executive Order on health care calls for an expansion of the set of healthcare services that may be covered on a predeductible basis without jeopardizing health savings account (HSA) eligibility. Other provisions of Executive Order (E.O.) 13877, signed June 24, address flexible spending account (FSA) rollovers, tax-deductible medical expenses, and balance billing.
Updated Documents
 HR Strange But True
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