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 Audio Presentations:
    With a growing number of lawsuits crowding courtrooms across the country, your managers and supervisors need to be especially careful when they make that all-important decision to terminate an employee. They need to understand your termination policies and procedures as well as the requirements of federal and state fair employment laws. Use this Grounds for Termination--What Managers and Supervisors Need to Know audio presentation to train your workers on termination (with discharge).
  • HR Calculators:
    Tracking turnover provides HR with valuable information that can be used to address issues such as compensation, management practices, and workload before key employees seek other employment. Use this worksheet to calculate your monthly, quarterly, and annual turnover rates and compare them to national data.
  • HR Guidance:
    Several states, Washington D.C., and over 100 cities and counties now extend the fair-chance policy—otherwise known as “ban the box”—to government contractors, public, and private employers. Use this chart to check your state’s “ban the box” legislation.
  • HR Handouts:
    With a growing number of lawsuits crowding courtrooms across the country, your managers and supervisors need to be especially careful when they make that all-important decision to terminate an employee. They need to understand your termination policies and procedures as well as the requirements of federal and state fair employment laws. Use this Grounds for Termination--What Managers and Supervisors Need to Know handout to train your workers on termination (with discharge).
  • HR News:
    In two recent decisions, the Oregon Court of Appeals significantly limited the state statutory cap on noneconomic damages (i.e., emotional distress damages), exposing employers to millions of dollars in potential liability.
  • Recently, the Kansas Court of Appeals affirmed a finding from a district court and the Kansas Department of Labor (KDOL) that nail technicians at a salon are employees rather than independent contractors for unemployment tax contribution purposes. This case has important tips for handling classification issues in any industry.
  • Voluntary benefits are a great way to attract and retain talent, but are you offering the right ones? A new survey, released by Willis Towers Watson, highlights the most popular voluntary benefits that are being offered today.
  • Recently, the U.S. 7th Circuit Court of Appeals—which covers Illinois, Indiana, and Wisconsin—ruled in Ennin v. CNH Industrial America, LLC, that a company didn't unlawfully discriminate or retaliate against an employee, but only after it excluded evidence that would have allowed the employee to argue he was fired because he was on leave protected by the Family and Medical Leave Act (FMLA).
  • Many employers regularly perform voluntary plan audits that can uncover errors. However, you can spot errors without a third-party audit. Below are some of the most common employee benefits and retirement plan mistakes.
  • A federal court in Louisiana recently addressed the legal consequences of mixing work and pleasure in a case in which a company's HR manager alleges she felt obligated to have sex with one of her superiors.
  • The Equal Pay Act (EPA) and Title VII of the Civil Rights Act of 1964 both prohibit discriminatory pay and pay disparities based on sex. A recent federal court of appeals case makes clear how pressing an obligation equal pay is and highlights that such cases can be hard to defend in court unless pay disparities between men and women are based on clear and consistent reasoning and rationale.
  • Pennsylvania's new medical marijuana statute has taken effect, and dispensaries are open. The law contains a specific carveout barring employers from "discriminating" against employees who use medical marijuana with a legal state certificate. Pennsylvania employers will now join others in a growing number of states learning how to handle employees who test positive for medical marijuana.
  • As we previously reported, last week the U.S. Department of Labor (DOL) issued its first Opinion Letters in 9 years. Important questions were addressed regarding the interplay of the Family and Medical Leave Act (FMLA) and the Fair Labor Standards Act (FLSA) and the compensability of travel time for nonexempt employees. Part 2 of this article will address the travel time questions.
  • Last week, the DOL issued its first Opinion Letters in 9 years. In the letters, key questions were addressed regarding the interplay of the Family and Medical Leave Act (FMLA) and the Fair Labor Standards Act (FLSA) and the compensability of travel time for nonexempt employees.
  • A brand-new study by WalletHub reviewed 116 American cities and listed the hardest-working cities in America. The study goes beyond bare hours on the job—San Francisco and Los Angeles are ranked high among U.S. cities, and even higher once you factor in the numbingly long commutes endemic to both urban hubs.
  • Employers' failure to properly factor bonus payments into overtime is probably the most common wage and hour compliance error I see, including among employers that have experienced HR personnel who are knowledgeable about the requirements of the Fair Labor Standards Act (FLSA). Failure to factor these payments into overtime is also really difficult to defend because the law on this point (unlike for some FLSA issues) is pretty clear.
  • Recently, the New Hampshire Supreme Court emphatically reminded employers of the risks of engaging in unethical behavior when hiring employees to obtain a competitor’s secrets.
  • The Arkansas Supreme Court recently heard a case from a former Kroger employee who claims she sustained a brain injury while working; is she entitled to workers’ compensation benefits?
  • The Internal Revenue Service (IRS) said on April 5 that it may reopen its determination letter program to certain types of individually designed retirement plans, beyond the narrow set of circumstances in which such letters are currently available.
  • Now that the U.S. Senate has confirmed attorney John Ring for a seat on the National Labor Relations Board (NLRB), employers can expect the NLRB to continue trying to roll back some controversial rulings from the Obama-era Board—and ward off possible conflict-of-interest problems.
  • Recently, the Minnesota Court of Appeals heard an employee's claim under the Minnesota Human Rights Act (MHRA), which does not require employers to engage in an interactive process to provide reasonable accommodations.
  • Q. We have employees who accrue paid time off (PTO) each pay period. A number of them don’t use all their PTO and would like to donate some of it to coworkers who have exhausted their own PTO. Does that violate any federal or state laws? Are there any special exceptions or issues we need to be aware of?
  • A new appeals court ruling is just the latest sign of the risks associated with basing salary offers on applicants’ pay history.
  • An appeals court’s decision to grant a motion to reconsider a case involving joint employment is the latest development in an issue that has sparked much confusion in recent months.
  • Massachusetts retail businesses are required to comply with the Massachusetts "Blue Laws" found at Mass. Gen. L. Ch. 136 § 6, which mandate that some employers provide premium pay on Sundays and certain holidays. Until recently, employees took claims for violations of the Blue Laws to the Massachusetts Attorney General's (AG) Office, which resulted in very few court cases on the issue.
  • Every state in the Union now has some type of law in place requiring companies to notify affected individuals of a data breach involving their information. South Dakota and Alabama, the final holdouts, enacted such measures in March.
  • A court of appeals in Pennsylvania recently reversed a finding that income a man earned from driving for Uber rendered him ineligible for unemployment benefits after he lost his job as a behavioral health specialist.
  • One of the most common questions we receive is what an employer can do when an employee is terminated and owes the company money. In response, our clients hear one of the most common phrases in this area of the law—no good deed goes unpunished. Below are some guiding principles regarding employer benefits and employee termination.
  • Rising healthcare costs continue to plague employers and employees alike, so it should come as no surprise that participation in high deductible health plans grew by more than 60% last year. A new report reveals which areas of the United States are most impacted by rising healthcare costs and highlights the types of voluntary benefits employers are offering to help their workers supplement his or her core medical coverage.
  • The Fair Credit Reporting Act (FCRA) does far more than regulate the exchange of consumer credit information. You need to understand how it applies to employees and applicants in order to ensure compliance. Below is a general summary of your FCRA obligations.
  • With the #MeToo movement seemingly everywhere in the news, it's important for all employers to review their sexual harassment training practices. Maine recently amended its sexual harassment training law to impose additional requirements on employers in the state.
  • A federal appeals court vacated a judgment totaling more than $16 million against a health plan administrator for its actions in attempting to recoup overpayments to an out-of-network hospital.
  • HR PowerPoints:
    With a growing number of lawsuits crowding courtrooms across the country, your managers and supervisors need to be especially careful when they make that all-important decision to terminate an employee. They need to understand your termination policies and procedures as well as the requirements of federal and state fair employment laws. Use this Grounds for Termination--What Managers and Supervisors Need to Know PowerPoint presentation to train your workers on termination (with discharge).
  • HR Quizzes:
    With a growing number of lawsuits crowding courtrooms across the country, your managers and supervisors need to be especially careful when they make that all-important decision to terminate an employee. They need to understand your termination policies and procedures as well as the requirements of federal and state fair employment laws. Use this Grounds for Termination--What Managers and Supervisors Need to Know quiz to train your workers on termination (with discharge).
  • HR Speaker's Notes:
    With a growing number of lawsuits crowding courtrooms across the country, your managers and supervisors need to be especially careful when they make that all-important decision to terminate an employee. They need to understand your termination policies and procedures as well as the requirements of federal and state fair employment laws. Use these Grounds for Termination--What Managers and Supervisors Need to Know speaker's notes to train your workers on termination (with discharge).
  • HR Trainer's Guides:
    With a growing number of lawsuits crowding courtrooms across the country, your managers and supervisors need to be especially careful when they make that all-important decision to terminate an employee. They need to understand your termination policies and procedures as well as the requirements of federal and state fair employment laws. Use this Grounds for Termination--What Managers and Supervisors Need to Know guide to train your workers on termination (with discharge).
  • HR Training Exercises:
    With a growing number of lawsuits crowding courtrooms across the country, your managers and supervisors need to be especially careful when they make that all-important decision to terminate an employee. They need to understand your termination policies and procedures as well as the requirements of federal and state fair employment laws. Use this Grounds for Termination--What Managers and Supervisors Need to Know exercise to train your workers on termination (with discharge).
  • With a growing number of lawsuits crowding courtrooms across the country, your managers and supervisors need to be especially careful when they make that all-important decision to terminate an employee. They need to understand your termination policies and procedures as well as the requirements of federal and state fair employment laws. Use this Grounds for Termination--What Managers and Supervisors Need to Know exercise to train your workers on termination (with discharge).
Updated Documents
Questions & Answers
 HR Strange But True
CT-WEB06
Copyright � 2018 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