Get answers to your most urgent questions about COVID-19 and its impacts to employee benefits, human resources, risk management and other issues. Our page provides articles and webinars on critical topics as well as other resources.
Vaccines are here, government shut-downs are lifted, and some people are eager to get out of the house! Businesses may be flooded this summer with customers and visitors needing to be entertained, waited on, or serviced. And as summers go, teens are ready to ditch the screens (or classrooms if they were lucky) and hit the job hunt. So, if you are considering hiring one of these enterprising teenagers, it’s important to be aware of the special laws that govern the employment of minors.
As I mentioned in the previous post, the various regulatory agencies have stated their keen interest in rooting out misclassified independent contractors. In the context of work comp, there are two likely scenarios that could uncover a misclassification — a routine insurance carrier audit or a work-related injury suffered by an “independent contractor”. Since insurance companies regularly conduct audits for their clients, this article will focus an audit triggered by an independent contractor getting injured.
The COVID-19 pandemic and its resulting school and daycare closures quickly revealed gaps in childcare assistance for working parents. By now, it is well known that working parents with school age children have had to make challenging decisions due to the conflicting demands of working and caretaking during the pandemic. But even when the pandemic is behind us, working parents will continue to manage these conflicting demands. For example, if a child’s school closes for a day, difficult childcare challenges can result for their working parents.
Most businesses know that Title I of the Americans with Disabilities Act (ADA) generally prohibits employment discrimination because of an employee’s disability. This means, in large part, that employers cannot broadly screen out or create arbitrary barriers for disabled workers. In addition, most companies also know that they have a duty to ensure a safe workplace for their workers and can ask disability-related questions (provided that the inquiry is job-related and consistent with business necessity) and even exclude an employee from the workplace if they have an objective belief that the employee’s condition would pose a direct threat to themselves or others.
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