Your organization will want to establish procedures for instances when unusual conditions such as extreme weather, power outages, and equipment failures make it impractical to operate the facility and, possibly, endanger the health and well-being of your employees. This article will cover tips, key considerations and legal points you should keep in mind when crafting an inclement weather policy in your workplace.
Simplify your HR journey and save hours of research with easy access to trusted expert analysis and insights on over 90 essential federal and state employment laws.
Handling pay questions under the Fair Labor Standards Act (FLSA) in the event of a snowstorm is a common pain point for employers. If a company opens an hour late because of a snowstorm, should an employer pay employees who show up earlier because they didn’t hear the announcement? Read our blog post and download our complimentary infographic to determine when to pay employees.
Learn from BLR Managing Editor, Celeste Duke, SPHR for an information-packed, 20-minute ‘Trends in 20’ webinar that will provide insight into legislative action in 2022 and what it indicates is ahead in the new year and beyond.
Historically, states have governed restrictive covenants between employers and workers. However, on January 5, 2023, the Federal Trade Commission (FTC) proposed a rule (Rule) that would ban such agreements and take away any authority from states to regulate such agreements.
Creating a positive workplace culture is essential for employee satisfaction and productivity. This webpage suggests ways to do so by focusing on employee wellbeing, effective leadership, flexibility and trust, diversity and inclusion, and core values communication. It suggests employee recognition programs, clear communication, and an employee handbook to implement these key factors.
As news spread that Twitter plans to eliminate 50% of its workforce, employees filed a class action lawsuit against the company alleging the reduction in force violated the Worker Adjustment and Retraining Notification (WARN) Act as well as California law. Turbulent times for Twitter employees have thrust this workers’ rights law into the spotlight, and with other layoffs in technology companies such as Meta and the whispers of a recession, it’s a good time to refresh your knowledge of the WARN Act’s requirements.
The fundamental principle behind SECURE 2.0 is to make it easier for Americans to save for retirement, and this new provision will allow part-time workers who might previously have been excluded from participation to save for retirement just like their full-time counterparts.
The SECURE 2.0 Act of 2022 (SECURE 2.0) contains several provisions that allow the federal government to have its cake (more tax dollars) and eat it too (more retirement savings, easing Social Security challenges).
The Creating a Respectful and Open World for Natural Hair Act, or CROWN Act, is part of a national coalition aimed at securing protections for race-based hairstyles in workplaces and public schools. The Act extends current antidiscrimination laws to protect hair texture and protective styles, such as braids, locks, twists, and knots. Under the laws, an employer can’t discriminate against individuals because they have a natural hair texture or choose to wear their hair in braids or dreadlocks.