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:
    Other countries are taking different approaches to addressing COVID-19 vaccine rules. For example, Italy requires both public- and private-sector employees to possess government-issued health passes (i.e., Green Passes) showing proof of (1) vaccination, (2) a recent negative test result, or (3) recovery from the virus in the six months prior to returning to the workplace. Although the measure stops short of requiring private-sector employees to get the shots, it represents one of the world’s strictest vaccination rules.
  • The Biden administration has announced the end of worksite immigration raids, but that doesn’t mean employers are off the hook. If anything, the Department of Homeland Security (DHS) is shifting its focus from undocumented workers to out-of-compliance employers.
  • In the aftermath of the Astroworld music festival gone wrong, event organizers are reconsidering the safety risks at large events. Live Nation and other organizers of the Houston festival are facing numerous lawsuits based on injuries and deaths caused by the failure to host the concert safely. Organizers’ awareness of the risks presented at the event and failure to comply with industry safety standards will likely have a detrimental effect on the pending litigation. Here are a few takeaways for employers.
  • The Equal Employment Opportunity Commission (EEOC) issued new guidance about religious objections to workplace COVID-19 vaccination requirements on October 25, 2021. While the information doesn’t substantially alter any previously issued guidelines, the agency has begun to address many practical concerns employers are facing when it comes to implementing the mandates and legally processing employees’ religious accommodation requests.
  • As fall settles in, it's time to think about the upcoming holiday season. But the continuing pandemic makes it hard to plan. Will it be safe to party in person this year? Is it OK for vaccinated coworkers to gather for food, drink, and other merriment? Perhaps an alternative activity such as the Zoom parties some organizations threw last year are more appropriate. Or maybe a nice gift basket delivered to employees' homes would be a better option.
  • The COVID-19 outbreak has affected almost every area of our pre-pandemic "normal" lives including more telework, a surging demand for toilet paper, and a shrinking workforce, just to name a few. Almost no industry has been spared when it comes to the contagious disease's impact. In particular, cyberattacks are on the rise in nearly every business, reaching unprecedented numbers since the start of the 2020 virus lockdown.
  • Rules on when and where citizens can use marijuana vary significantly between jurisdictions, and no unifying federal guidance is in sight. So, how do employers, particularly those in multiple states, deal with the dope dilemma?
  • Humility gets a very bad rap, one that's 100 percent undeserved. It's actually one of our greatest virtues. It's a value I seek to model for my law students and pass on to them. Its use and possession in the workplace are indispensable. So, here then is the case for humility.
  • Certain college athletes are employees under the National Labor Relations Act (NLRA), according to a recent headline-grabbing memorandum from National Labor Relations Board (NLRB) General Counsel (GC) Jennifer Abruzzo. Perhaps even more notable was her warning that should "an employer misclassify Players at Academic Institutions as 'student-athletes' and lead them to believe they do not have statutory protections," the agency will "pursue independent violations" of the NLRA. Under Section 8(a)(1) of the Act, an employer commits an unfair labor practice by interfering with, restraining, or coercing employees in the exercise of their right to engage in protected concerted activity guaranteed in Section 7, commonly known as "Section 7 rights."
  • HR Podcast:
    As organizations finalize year-end reviews and goal setting for the upcoming year, our guest Dave Cahart, VP of People at Lattice, offers advice for delivering feedback effectively and measuring progress, and how technology is changing the process of people management as we know it.
  • HR Policies:
    Employers invest time and money in hiring and training new employees. As a result, they want to find out as much information as possible before hiring an individual. Often, former employers and supervisors can provide the most helpful information about a candidate's past work experience, ability to work with others, customer service skills, attendance, etc. Use this Reference and Information Requests policy template to create a policy that fits the needs of your organization.
Updated Documents
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