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May, 2015

3 Top Employment Law Audit Items: Get Your HR House in Order

Employers are most vulnerable to employment law claims when their business practices are out of sink with current legal standards.  Our top three:

  • new hire notices,
  • background check procedures, and
  • staff classification.

With just a small time investment to check current practices regarding new hire notices and background check procedures, you can save your business many headaches down the road.  Depending on the size and nature of your workforce, a review of staff classification may be a lengthier project, but is well worth the investment in reducing your liability exposure.
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10

March, 2015

LIFE’s LESSONS* Spring 2015, Real Issues…Reconstituted Facts

PRIORITIZE THESE TOP FOUR HR AUDIT LIST ITEMS

We are deviating from the usual hypothetical situation here, in recognition of spring cleaning season, to focus on four of my top HR audit list items, and why I would encourage every employer to make them a priority:

1. Review Your Employee Handbook

Many of the local and state laws creating new leaves of absence and protected classifications also require employers to notify employees of their legally protected rights.  Employee handbook policies may satisfy these notice obligations and, even where that is not the case, the policies may need to be updated for consistency with current legal requirements.
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22

December, 2014

3 Hyper-Local Laws Employers Can’t Afford to Ignore

Hyper-local laws are the latest overarching trend in employment law, as municipal governments increasingly adopt laws applicable to private employers within their localities.  The reach of these laws includes new protected classifications, new notice obligations, and even paid leave mandates – often exceeding employer obligations under federal and state laws.  Woe to the unwary employer who is inattentive to these local legal requirements!

Currently the three hottest areas in local employment legislation are:

  • Paid sick leave,
  • “Ban-the-box” laws and
  • Pregnancy accommodation.

Are your workplace management policies in compliance?
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