Read HR Consultant Heather Kaiser’s review of Mel Robbins’ bestselling book, The 5-Second Rule. Robbins will be our keynote speaker at the Leaders Forum on April 23-25.
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Investors are starting to warm to the possibilities of tax-advantaged, socially impactful real estate investments through the Opportunity Zone program.
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Employers who have dealt with these three laws know that compliance requires ongoing intentional effort.
Highlights include credit unions targeted in a spear phishing campaign, email fraud on the rise, U.S. companies targeted through LinkedIn, and more.
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Employers need to be mindful of the privacy laws that impact them, including the Fair Credit Reporting Act and the Health Insurance Portability and Accountability Act. They also need to be aware of relevant state laws to make sure that they are in compliance with existing laws as we wait for what’s to come in this evolving area of the law.
Your employee has requested to bring her dog to work in relation to a medical condition. She has even provided you a certificate illustrating that this is a service dog. What do you do? To determine whether you have an obligation to grant an employee’s request for accommodation, including the request to bring an animal to work, you must engage in the interactive process required by the ADA. Failing to engage in the interactive process can result in legal liability for your organization.
For many employers they have become obsolete and for others they still exist, but only as a small part of a much grander process. However, there are still some employers who continue to only evaluate their employees once per year – either because they have determined that once a year is sufficient or because they haven’t considered other options. Unfortunately, the annual performance evaluation by itself seldom provides any benefit, is often dreaded by managers and employees alike, and can be incredibly time consuming.
The Consumer Financial Protection Bureau recently issued a new interim final rule that requires employers to include additional information when notifying individuals of their rights under the Fair Credit Reporting Act (FCRA). You may be wondering whether this applies to your organization, and if so, what steps you must take to comply.
Arbitration agreements are not novel, but the law surrounding their enforcement continues to develop. Recently, the United States Supreme Court resolved inconsistent rulings by lower courts as to whether class action waivers in employment arbitration provisions, which require people to individually arbitrate any employment dispute, are acceptable. The Supreme Court held that, in general, class action waivers in arbitration provisions do not violate any laws and are therefore enforceable.
Workplace flexibility — are you all in, not having it, or on the fence (but feel like you are being pulled down)? It’s no secret that the modern workforce values flexible work arrangements, but do employers have to conform to the wishes and demands of this younger generation? No — but, you might want to consider flexible work options if doing so can maximize employee performance, increase overall productivity, and decrease turnover, all while saving the company money.
When was the last time you considered your drug and alcohol testing practices? Now would be a good time to dust them off and determine whether they are legally compliant and consistent with your business objectives. If you do not currently test, but are considering incorporating drug and alcohol testing into your hiring or management practices, be sure you understand the governing laws and consider common mistakes often made by employers.
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