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 Calculators:
    This calculator can help you conduct a cost analysis to determine whether to increase an exempt worker's salary to meet the DOL's applicable minimum salary threshold or to reclassify the exempt worker as non-exempt and, therefore, eligible for overtime wages. With the Department of Labor's recent proposal to increase the salary threshold for overtime exemptions for white collar and highly compensated employees, this tool can help you assess whether to reclassify workers or to increase salaries to the minimum applicable threshold.
  • HR News:
    By Bridget Miller
    Relocation assistance is something that not all employers offer but could be worthwhile to consider. Some employers think that the expense is too great to be justified, while others think that it opens many doors and allows them access to candidates they never would have otherwise found.
  • By Steve Jones Arkansas employers frequently see employees trying to overstate their workers' compensation claims to cover injuries that weren't suffered on the job. This case shows that, as frustrating as this may be, sometimes they overreach and the employer wins.
  • By Scott A. Holt
    When is the last time you updated your social media policy? Does it still reference older social media sites like Bebo, MySpace, Digg, or about.me? Technology has undergone significant changes. You likely drafted many of your policies before the likes of Instagram and Snapchat even existed. In short, much has changed in the past few years, and it's probably time you revisited your policies.
  • By Tammy Binford, Contributing Editor
    The Equal Employment Opportunity Commission (EEOC) portal for accepting EEO-1 reports is open, but confusion still surrounds when and how employers are to include the newly required pay and hours-worked data.
  • By Corie Colliton, Project Manager, Bay Alarm Medical
    Most employees think of compensation primarily in salary terms, but how aware are they of the total cost of their compensation package? And are employers properly communicating the value of benefits?
  • By Jamie A. LaPlante
    Employers are often skittish about the optics of firing an employee who is on leave or recently returned from leave. After all, close timing between the leave and the termination can be enough on its own to establish a retaliation claim sufficient to get to a jury to decide.
  • By Gary Fealk
    The Michigan Paid Sick Leave Act, which will require most employers with at least 50 employees to provide paid sick leave, is set to go into effect March 29.
  • By Justine L. Abrams
    In New Jersey, medical marijuana is legal, and the state legislature will likely pass recreational pot legislation this year. We've provided a summary of the information employers should know as they wrestle with how to handle employees who consume marijuana, legal or otherwise.
  • By Steven L. Brenneman
    Wage and hour laws have been in place at the state and federal levels for many decades, and for just as long, employers have struggled with compliance. A recent decision by the U.S. 7th Circuit Court of Appeals—which covers Illinois, Indiana, and Wisconsin—reminds us that satisfying the federal requirements doesn’t necessarily allow an employer to avoid turbulence at the state-law level.
  • By Jane Meacham, Contributing Editor
    Both Callan clients and other organizations surveyed said that for 2019, assessing fees was more important than any other activity they undertook in managing their plans.
  • By Bryanna Devonshire
    New Hampshire employers need to be aware of the possible pitfalls before making any type of loan to employees.
  • Salary history bans continue to gain in popularity across the United States. Over 10 states and half a dozen cities have enacted laws that prohibit employers from inquiring about an applicants’ prior or current compensation. This map highlights which states and cities have such laws in place and provides more detail about who is impacted.
  • By Tammy Binford
    Now that the U.S. Department of Labor (DOL) has proposed a new rule affecting overtime eligibility—a rule that is more likely to be implemented than the department’s previous attempt—it’s time for employers to begin studying how they classify their employees so they’ll know whether pay raises or classification changes will be in order when a final version of the new rule goes into effect.
  • By Dina M. Mastellone
    Winter is here and many New Jersey employers have been trying to figure out if and when they must pay employees during work shutdowns caused by severe weather conditions. For the most part, the answer depends on an employee's status under the Fair Labor Standards Act (FLSA).
  • By Earle W. Allen
    While it is impossible to control all the potential variables standing in the way of conveying the meaning and importance of a communication piece to employees, there are some steps that a plan sponsor can take to help.
  • By Mark I. Schickman, Freeland Cooper & Foreman LLP
    An arbitration agreement is a contract, and the most basic principle of contract law is that a contract requires the agreement of the parties. So if an employee is hired and placed in a job by a temporary staffing agency with which she has an arbitration agreement, can the employee maintain a lawsuit against the worksite employer with which she has no arbitration agreement? Can the employer force the employee's claims into arbitration?
  • By Gary Fealk
    A new Michigan law requiring most employers to offer paid sick leave is set to go into effect at the end of March, after taking an unconventional route on its way to being signed into law.
  • Acceding to years of pressure from across the healthcare industry, the U.S. Department of Health and Human Services (HHS) proposed to officially rescind its requirements for a standard health plan identifier (HPID).
  • By Steve Tolbert, Jr.
    The Kentucky Court of Appeals has ruled that a nondisabled employee cannot file a disability discrimination claim under the Kentucky Civil Rights Act (KCRA) based on his allegation that he suffered discrimination because of his association with his wife, who is a person with a disability as defined under the KCRA.
  • By Jodi R. Bohr, Gallagher & Kennedy, P.A.
    Are you prepared to respond to any sexual harassment complaint, regardless of the gender of the employee who raises it? Or the gender of the alleged harasser? You should be, so the complaining employee feels heard, the complaint is properly addressed, and you (hopefully) avoid the protracted litigation that could result.
  • The Internal Revenue Service (IRS) recently released its inflation-adjusted standard mileage allowances for 2019, as well as maximum vehicle value thresholds to be used in calculating fixed and variable rate (FAVR) allowances.
  • By Dina M. Mastellone and Katherine E. Stuart
    On February 19, 2019, Governor Phil Murphy signed an amendment into law that increases entitlements under the state’s paid temporary disability and family leave statute. The new law significantly expands employees’ time off, provides higher wage reimbursement, covers more family members, and expands job protections for taking the leave.
  • By Tammy Binford, Contributing Editor
    Now that the U.S. Department of Labor (DOL) has made known its plan for a new threshold for overtime eligibility, it’s time for employers to prepare for a $35,308 a year level, attorneys who have been following developments say.
Updated Documents
• The employer terminates its group health plan for all of its employees.
• The COBRA beneficiary fails to pay the premiums in a timely manner.
• The beneficiary becomes covered under Medicare or another group health plan before electing COBRA.
• The beneficiary becomes covered under Medicare or another group health plan after electing COBRA.
 HR Strange But True
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