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.
View the 2018 updated Minimum Wage chart. This chart features all current minimum wage changes, as well as any future changes, states with annual indexed changes, and tipped employee wages.
By Dena B. Calo and Ruth A. Rauls
The #MeToo movement has empowered women and men to speak out about their personal experiences with sexual harassment in and around the workplace. People may choose to speak out in various ways—for example, by reporting a formal complaint to their employer, sharing their allegations on social media, or making other public disclosures. The discussions—and sometimes very public statements—about inappropriate conduct, sexual harassment, or even sexual assault have shined a spotlight on the pervasiveness of the issue across multiple industries. The impact of these #MeToo allegations, resignations, and public discourse should prompt companies to reexamine their processes for handling complaints and allegations.
By Timothy K. Baldwin
An employer must abide by the holiday and vacation pay policies in an employee handbook it provided during a job interview to an applicant it later hired, the Rhode Island Superior Court recently ruled. Because the employer never notified the employee of any changes to the policy during her employment, she was entitled to back wages for the holiday and vacation pay
By Jane Meacham, Contributing Editor
Retirement plan trade organizations and advocates, law firms, and other affected parties proposed to the Internal Revenue Service (IRS) an expanded range of circumstances they believe merit review and determination letter judgment by the tax agency
Following a flood of investment derisking activity after the 2008 global financial crisis, defined benefit (DB) plan sponsors now face the fallout from years of rising demand for insurer buyouts of pension benefit obligations (PBOs).
By Charlie Plumb
On June 26, Oklahoma became the 30th U.S. state to legalize the use of medical marijuana. For months we’ve been reviewing this measure and monitoring activity in other states in an effort to anticipate what impacts the legalization of medical marijuana might have on Oklahoma as well. Without a doubt, Oklahoma employers will face a time of uncertainty in the coming months as many questions remain unanswered. Nevertheless, there are some important steps you should take now to address workplace issues certain to arise in the future.
By Adam R. Bennett
The U.S. District Court for the Southern District of Ohio recently reaffirmed that the interactive process under the Americans with Disabilities Act (ADA) requires employees to engage equally with their employers.
By Patricia Heyen
The U.S. 4th Circuit Court of Appeals recently held that a former employee failed to establish a case of discrimination because she couldn't show that her former employer treated her differently than similarly situated employees outside her protected class. Specifically, the court held that one of the allegedly "similarly situated" employees had more than twice the experience of the former employee and therefore wasn't similar to her in all relevant aspects. The court's opinion serves as an important reminder that when you make employment decisions, you should consider how you've treated all employees who share the same supervisor, duties, qualifications, and experience to reduce the risk of potential discrimination claims.
Automated features now standard for most employer-sponsored retirement plans helped bring about a record 8.3-percent average participant deferral rate in 2017—the highest level in a decade, according to a recent T. Rowe Price study. The rise in employee deferral amounts perpetuates a trend started in the years after the 2008 financial crisis.
By Tammy Binford, Contributing Editor
While much of the attention surrounding President Donald Trump’s pick for the U.S. Supreme Court has been on abortion, the Second Amendment, and other hot-button issues, his stance on employment issues is not to be overlooked.
Continuing from yesterday’s post, here’s more valuable information you’ll want to consider when developing and implementing a financial wellness training program.
By Angelo D. Catalano, Coughlin & Gerhart, LLP
The U.S. 2nd Circuit Court of Appeals (whose decisions apply to all New York employers) recently settled a split among the U.S. district courts under its jurisdiction and concluded once and for all that cumulative liquidated damages under the New York Labor Law (NYLL) and the federal Fair Labor Standards Act (FLSA) are not permitted. The 2nd Circuit held that because the NYLL doesn't expressly provide for liquidated damages in addition to FLSA liquidated damages, a trial court may not award cumulative liquidated damages for the same conduct that violates both laws.
By Sarah K. Downey
Many employers have programs allowing employees to donate accrued paid time off (PTO), vacation days, or sick leave to coworkers who experience serious medical issues or other emergencies. Leave-donation policies permit employers to assist employees during times of medical or other emergencies, maintain productivity, and promote goodwill among coworkers. However, an employee's use of donated leave doesn't eliminate the requirement that she perform the essential functions of her job.
According to PwC’s 2017 Employee Financial Wellness Survey, 53% of full-time employed adults said that they are stressed about their finances. And nearly one in three employees who were surveyed also claimed that they have been distracted at work on a regular basis because of their personal financial issues—they report spending at least 3 hours per week thinking about or handling issues related to their personal finances
By Justine L. Abrams
A New Jersey appellate court recently held that a nonresident employee who telecommuted to her New Jersey employer from her home in Massachusetts may be covered by the New Jersey Law Against Discrimination (NJLAD).
By Paul Lopez
Under New Hampshire law, an employer must notify an employee of any change to his rate of pay before the change takes effect, and that includes any change to the manner in which commissions are calculated and paid. The primary purpose of this rule is to ensure that employees completely understand how they will be compensated for their work and employers can’t retroactively alter the terms of payment to employees’ detriment.
By Jeremy Thompson
For more than two years, we’ve reported on litigation surrounding Nevada’s minimum wage, which is unique in many ways. The state’s Minimum Wage Amendment (MWA) was established by constitutional amendment. Under the MWA, if an employer provides health benefits, an employee earning minimum wage may be paid one dollar an hour less than the upper-tier minimum wage if the premium he is charged for the benefits doesn’t exceed 10 percent of his gross taxable income from the employer. The current rate is $7.25 for lower-tier employees and $8.25 for higher-tier workers.
Consumer Price Index (CPI)
Cost of Living Adjustment (COLA)
Published projected salary increase budget surveys
The previous year’s salary increases
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