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:
    The June jobs report showed a healthy gain of 850,000 new jobs, and employers are scrambling to fill them. We still have 6.8 million fewer jobs than before the COVID-19 pandemic, so job growth should stay on a rising vector while we fill the gap. Employers are finally in a position to reopen their doors and offer jobs to the employees they had to let go during the crisis.
  • Widespread social justice protests in 2020 led to an unprecedented focus on diversity, equity, and inclusion (DEI) at work, requiring HR leaders to ensure they are following best practices to address the challenges. In response to the demonstrations, many employers issued strong statements confirming their commitment to racial justice and increased workplace diversity. Diverse employees, job seekers, and investors are anxiously waiting to see if the companies will honor the pledges, take sincere sustainable actions, and make meaningful progress in the DEI space.
  • Negligent credentialing lawsuits arise when a patient who has been injured in a hospital sues the medical provider for malpractice and the hospital for credentialing the physician. Negligent credentialing can go by many names, including corporate negligence, negligent selection, and negligent peer review. In the employment law world, the closest equivalent would be negligent hiring and negligent supervision claims. With that in mind, let’s look at a recent negligent credentialing case decided by the Iowa Supreme Court.
  • Employers are under increasing pressure to make public workforce diversity data. The press and other stakeholders are turning to the Freedom of Information Action (FOIA) to force the disclosure of such data by demanding employers' annual EEO-1 reports.
  • If the Paycheck Fairness Act had passed the Senate, the Act specifically included requirements that the Equal Employment Opportunity Commission (EEOC) and the Office of Federal Contractor Compliance Programs (OFCCP) collect pay data. The Act would have required the EEOC to reinstate the pay data collection, known as the EEO-1 Report, Component 2, and would have directed the OFCCP to collect pay data along with hiring, promotion, and termination data from 50 percent of all federal contractors annually.
  • As Hurricane Elsa recently headed toward Florida, people began to stock up on water, batteries, gas, and canned food. Although you should be prepared and plan ahead for your home and family, as an HR professional, it’s equally important to make sure your business is safeguarded and appropriate procedures are in place before a hurricane or other disaster hits.
  • In a widely anticipated but nonetheless controversial move, President Joe Biden nominated David Weil to be the administrator of the Wage and Hour Division (WHD) of the Labor Department. Weil will assume responsibilities for advancing the administration’s efforts to expand the definition of “employee” to bring more independent contractors, especially “gig workers,” under the broad protections of labor and employment laws. A highly contested confirmation is expected.
  • The U.S. Department of Labor’s (DOL) Employee Benefits Security Administration recently issued cybersecurity guidance to help employers protect “the retirement benefits of America’s workers.”
  • A California regulation allowed labor organizations to access an agricultural employer’s property to solicit support for unionization, but the U.S. Supreme Court recently decided the rule amounted to a per se physical taking requiring compensation.
  • In January 2020, the unemployment rate was 3.6% (up slightly from the 50-year low of 3.5% in September 2019). Retaining top talent has taken center stage with employers. What steps should you take to retain and recruit employees in the sizzling job market?
  • Recruiting and retaining top talent has taken center stage with employers. Jodi Bohr of Tiffany & Boscoe, P.A., discusses the steps employers should you take to retain and recruit employees in the sizzling job market.
  • HR Policies:
    Violence is often generated in the workplace—by a current or former disgruntled employee or an angry customer, spouse, partner, or relative of an employee. The violence can result from many causes, including disciplining or firing an employee, employee abuse of drugs or alcohol, harassment by coworkers, mental illness, domestic violence, stalking, or work-related stress. As you devise your policy on violence in the workplace, consider the makeup of your workforce. Carefully review what violent acts, if any, have occurred at your workplace, as well as acts of violence that have occurred at other employers and in your community. Consider what preventive steps can be taken for the future. Use these tips and considerations and sample policy to create a "Violence in the Workplace" that best fits your organization.
  • A good employee status and classification policy will allow employers to correctly classify not only exempt and nonexempt employees but also regular full-time, part-time, temporary, and on-call employees, as well as independent contractors. Increasingly, these decisions are being challenged by state and federal labor departments and the courts; therefore, you should document those facts that support your employee classifications. It is important to keep proper records when classifying an individual employee in case that classification later comes into question. Use this sample policy to create a "Employee Status/Classification" policy that works for your organization.
Updated Documents
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