Under the new National Labor Relations Board rule, multiple entities may be considered joint employers of a group of employees if each entity has an employment relationship with the employees and they share or codetermine one or more of the employees’ essential terms and conditions of employment. Find out what those are and how it could affect you.
Generally, the jurisdictions with pay range disclosure laws have taken the position that the laws apply if a covered employer advertises a job that could be performed by an employee in the state or city with the pay range disclosure law. The information below outlines thresholds for employer coverage as well as guidance issued by the jurisdiction regarding job advertisements for remote workers.
While AI’s capabilities and potential applications are vast, understanding AI’s strengths and limitations is crucial, especially in the field of talent management. Talent managers need to be able to determine what aspects of their roles AI can enhance and what aspects it has the potential to negatively impact.
Employers with over 50 employees regularly address employees’ requests for leave under the FMLA. When the FMLA was originally enacted in 1993, the workplace looked a bit different than it does now. Most employees went to a main worksite and job applicants came to a location to apply for employment. In today’s work environment, many employees work remotely, and most job applications are submitted online. Yet, employers must grapple with the FMLA’s requirements within the confines of the new, often remote, modern workforce.
In this 20-minute knowledge session, BLR Managing Editor Celeste Duke, SPHR, will cover what employers should know about upcoming employment law trends and changes, most notably, the broadening of rights and safeguards for employees. Watch this webinar on-demand now and gain the knowledge needed to empower your HR department to respond more effectively to these changes.
A retaliation claim can be successful even when the original discrimination claim fails to establish a violation of law. The same laws—federal and typically state laws—that prohibit discrimination based on race, color, sex, religion, national origin, age, disability, or genetic information also prohibit retaliation against individuals who oppose discrimination or participate in an employment discrimination proceeding.
When someone’s on the hunt for a job and considering one of the open positions at your company, one of the first things they’re going to do is look at the job requirements. That makes sense—why waste time on something they know they won’t get hired for? If someone feels unqualified for an open position, they’re not going to submit their application.
Get ready to ring in the new year with new and expanded employer leave obligations.
While federal law is generally silent on the issue of shift changes and shift scheduling, more and more states and municipalities are enacting predictive scheduling laws to give shift workers more flexibility and schedule security.
On October 2, 2023, the U.S. Equal Employment Opportunity Commission (EEOC) published in the Federal Register its notice of proposed guidance on “Enforcement Guidance of Harassment in the Workplace.” The guidance incorporates updates reflecting current case law governing workplace harassment and addresses the proliferation of digital technology and how social media postings and other off-work conduct could contribute to a hostile work environment. It further illustrates a wide range of scenarios showcasing actionable harassment.