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More employers than ever are creating, maintaining and distributing personnel records electronically and getting rid of their paper documents and files. For some this is a daunting and difficult process, but for many others, having a paperless application and hiring process, online benefit enrollment system, and electronic time tracking system (and the list goes on and one), could not have come soon enough.
Employers need to be educated when responding to requests from employees for time off related to school meetings. Depending on the size of the employer, the purpose of the need for leave, and the state in which the employee works, such leave requests may be protected under federal and/or state laws. This means that employees may be entitled to take a certain amount of leave in conjunction with school-related needs.
Employers who are required to file EEO-1 Component 2 pay data for 2017 and 2018 must still do so by September 30, 2019. So, what has changed? On September 12, 2019, the EEOC published a Notice in the Federal Register regarding the collection of EEO-1 data from employers. Surprisingly, this Notice contained a substantially revised burden assessment with regard to the collection and filing of EEO-1 data.
U.S. employers are not immune from the effects of the opioid crisis. The potential workplace impacts which stem from employee opioid abuse include an increase in employee absenteeism, excessive sick day use, low productivity, mistakes, errors and accidents, workplace stress, increase in healthcare costs, and high employee turnover. Because of these negative effects, many employers have decided to take a proactive approach to combat these problems.
If you are an EEO-1 filer, you probably already know that you may have an additional reporting requirement this year relative to your existing EEO-1 reporting obligations. Called Component 2 data, the U.S. Equal Employment Opportunity Commission (EEOC) is now requiring most EEO-1 filers to submit compensation data and hours worked as part of their EEO-1 reporting obligation by September 30, 2019.
From the prevalence of tablets, computers and cell phones, to cameras and electronic tracking devices, employees and employers in the workplace are working and communicating using technology — and are monitoring, watching, and recording each other like never before.
Aside from the Equal Pay Act (EPA), some states and municipalities have decided to take additional action to address gender pay inequity. Some of these newer laws have been designed to combat systemic pay inequity at the time of hire. These so-called “salary history bans” prohibit employers from asking job applicants about their past salary history. The public policy behind the rule is a simple one — preventing new employers from taking past salary history into account will help to break the cycle of systemic pay inequity.
By now, all employers know they should be doing something more to prevent workplace harassment. The problem is, many employers still don’t know what doing more really means. More frequent training? More effective training? More what exactly?
Whether it’s petty theft, a complex embezzlement scheme or the threat of workplace violence, when it comes to keeping your business and employees safe, you have to consider the possibility that some workplace crimes may be perpetrated by your own employees. In addition to the direct costs of the injuries and losses stemming from the criminal activity, you may face additional liability where you knew or should have known that your employee was unfit and posed a risk to others and you failed to exercise reasonable care in hiring or in retaining that individual. So how do you protect your business and employees from workplace crime?
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