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The National Labor Relations Board (NLRB) has proposed joint employment regulations. The U.S. Court of Appeals for the District of Columbia Circuit has decided that OSHA cannot be compelled to issue a permanent COVID-19 standard to protect healthcare workers.
According to Fearless Finance Founder Lori Atwood, CFP®, an HR professional can better support their organization by learning to identify when employees are experiencing financial stress and ways to provide support that does not necessarily require pay increases.
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Congress has until September 30th to fund the federal government or there will be a partial government shutdown. The National Labor Relations Board (NLRB) has entered into agreements with the Department of Justice and the Federal Trade Commission to protect workers.
The Immigration and Customs Enforcement (ICE) has proposed regulations that would allow employers to inspect employment eligibility verification documents remotely when completing the I-9 Form.
In the second installment of this two-part series, HRCI CEO Dr. Amy Dufrane SPHR, CAE, looks at the previously staid state of compensation and what the recent rapid changes mean to HR.
The United States Supreme Court will be ruling on a Fair Labor Standards Act (FLSA) case concerning whether a highly compensated employee whose pay was determined on a daily basis is exempt from the FLSA. Through the end of July, close to 5,800 COVID related employment lawsuits have been filed. President Biden has nominated Jessica Looman, current acting Wage-Hour Administrator to be the next Wage-Hour Administrator.
HR News Roundup: The Pandemic’s Effect on Women in the Workplace; Creating a High-Fairness Work Environment Improves Retention and Performance & More
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Should remote workers be paid less? How can organizations address gender pay equity and racial wage gaps? What should HR be doing now, as well as planning for the future? In this two-part series, HRCI CEO Dr. Amy Dufrane, SPHR, CAE, looks at the previously staid state of compensation and what the recent rapid changes mean to HR.
The Department of Labor has finalized proposed regulations concerning independent contractor status. The EEOC has changed its guidance concerning COVID-19 testing and a federal court has issued a preliminary injunction preventing the implementation of guidance issued by EEOC concerning discrimination based on sexual orientation or transgender identity.
How does the HR professional focus on continuous learning? While reading relevant literature and participating in professional network groups can be tools in the continuous learning toolbox, one of the most prevalent opportunities for continuous learning in the HR market is participation and completion of certificates and certification.
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The Department of Labor intends to issue a proposed rule in October revising the regulations implementing the FLSA’s overtime exemptions for executive, administrative, and professional employees. The US Supreme Court has ruled that employer health insurance plans can limit coverage for end stage renal disease. OSHA has extended its national emphasis program for COVID-19 that covers healthcare facilities as well as meat and poultry processing plants. The Workplace Misconduct Accountability Act has been introduced in the House of Representatives to safeguard against the abuse of non-disclosure agreements.
The Department of Labor is working on a new independent contractor rule and is seeking input from employers and workers. The US Supreme Court issued a unanimous decision that raised the issue as to what are the requirements to waive an arbitration agreement in an employment case.
A committee in the House of Representatives approved legislation designed to prevent wage theft and enable those impacted by it to recover lost wages. The Justice Department issued guidance on the use of artificial intelligence in making hiring decisions and the possible impact on people with disabilities. The Labor Department updated guidance on the availability of FMLA leave to address mental health conditions. Two recent studies detailed the positive feedback from both charging parties and respondents who used the EEOC’s online mediation programs.
More difficult to identify, psychologically unsafe work environments can be just as risky as dealing with hazardous materials on the job. As HR professionals, what can we be doing to identify the signals and support a culture of psychological safety?
