Domestic violence has become a widely publicized issue in recent years because of its unfortunate impact on families, friends, and even coworkers. It is important for employers to understand their role in handling domestic violence-related issues in the workplace, so they can keep employees safe and avoid discrimination claims.
Since its enactment in 1935, the National Labor Relations Act (NLRA) has been interpreted and enforced by the National Labor Relations Board (NLRB). It isn’t any secret that the decisions interpreting the NLRA have swung back and forth as the composition of the NLRB has shifted. You may be asking why the back and forth? Well, the NLRB is a five-member Board, and the president in office at the time gets to appoint members as the terms of others expire. When the NLRB votes, the majority rules. In other words, only three of the five members must agree to issue a binding decision.
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.