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new fcra disclosure notice takes effect sept. 21
​class-action lawsuits could await employers that don't update a commonly used notice required by the fair credit reporting act (fcra) when conducting background screens.the bureau of consumer financial protection has issued a revised model summary of rights disclosure notice. employers must give the document to job applicants and employees who've had adverse action taken against them—such as not being hired or being disciplined or fired—based on a background check. specifically, the form titled `a summary of your rights under the fair credit reporting act` has been updated to include information about security freezes and fraud alerts, stemming from a law passed in may 2018 in response to high-profile data breaches.[shrm members-only online discussion platform: shrm connect]the notice generally informs applicants and employees of their rights to obtain and dispute information in background-check reports and to obtain credit scores. employers can either use the agency's model form or their own substantially similar form.`the model form must be provided in different circumstances … specific to employment screening,` said montserrat miller, a partner in the privacy, immigration and government affairs practice groups at arnall golden gregory in washington, d.c. `for instance, the model form must be provided by background-screening companies to employers, as well as by employers to job applicants during the adverse-action process.`lindsay demaree, an attorney ...
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employers share overtime rule concerns with dol
​employers have urged the department of labor (dol) at its first four overtime rule listening sessions not to raise too much the salary threshold for the white-collar exemptions from overtime requirements. the final listening session is sept. 24 in providence, r.i.increases in the salary threshold mean employers will likely pay more overtime after reclassifying formerly exempt employees as nonexempt, raise employees' pay to keep them exempt or reclassify employees as nonexempt but limit their hours so they aren't paid overtime. for employers, these choices could be expensive and unpopular.the threshold currently is $23,660, where it has been since 2004. the obama administration overtime rule, which a court blocked, would have increased it to $47,476. the society for human resource management (shrm) supports an increase to the exempt salary threshold, but not too much, too fast. `it's very clear that all speakers agreed the current threshold is too low,` said nancy kasmar, shrm-scp, principal with compensation connections in the seattle area, who attended the sept. 11 listening session in seattle.the obama administration's overtime rule would have made the duties tests moot by raising the salary threshold too much, noted mike aitken, shrm's senior vice president of government affairs, who attended the sept. 7 listening session in atlanta. to be exempt, employees must be paid at least the salary threshold and meet the duties tests.shrm favors the methodology used in th...
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parental bereavement act is expected to apply in 2020
​the u.k. parental bereavement (pay and leave) bill has received royal assent to become the parental bereavement (leave and pay) act 2018. it entitles employed parents who have lost a child to take statutory paid leave to allow them time to grieve. it is expected that the new rights will come into force in 2020.backgroundit has been estimated that one in 10 employees are likely to be affected by bereavement at any one time. the death of a child can have a devastating effect on parents' physical and emotional well-being. well-managed, sensitive support from an employer can make a huge difference to the affected employee's experience and his or her successful return to work. a 2016 survey commissioned by the charity child bereavement uk revealed that less than a third of british adults who were working at the time of their bereavement said they had felt very supported by their employer, so there is evidently room for improvement in management practice in this area.there is currently no legal requirement in the u.k. for employers to provide paid leave for grieving parents. employees have a `day one` right, under section 57(a) of the employment rights act 1996, to take a reasonable amount of unpaid time off work to deal with an emergency, which would include the death of a dependent. there is no definition of `reasonable` for these purposes and it will depend on the circumstances. disagreements between the employee and employer regarding the appropriate length of leave...
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refusal to accommodate medical marijuana was justified
​perceptions of marijuana have changed dramatically in canada. what was an illegal drug is now a recognized medical treatment and is soon to be a legal recreational activity. employers have struggled to balance these changes with legitimate health and safety issues, particularly since technology to measure impairment has not kept pace.the recent arbitration award in lower churchill transmission construction employers' association inc. and ibew, local 1620 explores how far an employer must go to discharge its duty to accommodate a medical marijuana user in a safety-sensitive job when it is not possible to measure current levels of impairment at work.what happened in this casea union member was referred by his union for employment with valard construction lp. valard was building a transmission line corridor for a hydroelectric facility. both of the jobs he was referred for were considered safety sensitive by valard. neither required high levels of training or expertise. but both worked with motorized equipment, near larger heavy equipment, in demanding conditions and often at remote worksites.the company accepted the union member for employment conditional on a satisfactory drug-and-alcohol test. the union member tested positive because he used marijuana to manage pain from medical conditions. his doctor had prescribed him 1.5 grams of high-tetrahydrocannabinol-concentrated marijuana to use each night. his doctor restricted him from driving for four hours after use.over th...
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new fcra disclosure notice takes effect today
​class-action lawsuits could await employers that don't update a commonly used notice required by the fair credit reporting act (fcra) when conducting background screens.the bureau of consumer financial protection has issued a revised model summary of rights disclosure notice. employers must give the document to job applicants and employees who've had adverse action taken against them—such as not being hired or being disciplined or fired—based on a background check. specifically, the form titled `a summary of your rights under the fair credit reporting act` has been updated to include information about security freezes and fraud alerts, stemming from a law passed in may 2018 in response to high-profile data breaches.[shrm members-only online discussion platform: shrm connect]the notice generally informs applicants and employees of their rights to obtain and dispute information in background-check reports and to obtain credit scores. employers can either use the agency's model form or their own substantially similar form.`the model form must be provided in different circumstances … specific to employment screening,` said montserrat miller, a partner in the privacy, immigration and government affairs practice groups at arnall golden gregory in washington, d.c. `for instance, the model form must be provided by background-screening companies to employers, as well as by employers to job applicants during the adverse-action process.`lindsay demaree, an attorney ...
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comply with work-hours rules in china, hong kong and singapore
​work-hours arrangements are one of the most important aspects of employment law, particularly in relation to attendance, rest and overtime compensation. regulations in mainland china, hong kong and singapore vary significantly.general work hours in mainland china, laws concerning work hours are mainly included in the labor law and supplementary regulations. there are three types of regulations: the default standard system; the comprehensive system of calculating work hours on a weekly, monthly, quarterly or annual basis; and the flexible system. work-time limits under the standard system are no more than eight hours a day and 40 hours a week. implementation of the comprehensive system or the flexible system, however, is limited to certain positions and subject to prior approval from the labor authority.   the hong kong employment ordinance (cap. 57), or eo, provides some basic rules regarding rest days and specifying work hours in an employment contract for employees working under continuous contracts (i.e., employees who work at least 18 hours a week for a period of four weeks), but otherwise there are very limited work-hours laws in hong kong. the minimum wage ordinance governs the minimum payment for hours worked (currently $34.50 in hong kong dollars, or about $4.40 per hour in u.s. dollars). it does not apply to live-in domestic workers, student interns or work-experience students.in singapore, work hour regulations are governed by the singapore employment act (ea) ...
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comply with work hours rules in china, hong kong and singapore
​work hours arrangements are one of the most important aspects of employment law, particularly in relation to attendance, rest and overtime compensation. regulations in mainland china, hong kong and singapore vary significantly.general work hours in mainland china, laws concerning work hours are mainly included in the labor law and supplementary regulations. there are three types of regulations: the default standard system; the comprehensive system of calculating work hours on a weekly, monthly, quarterly or annual basis; and the flexible system. work-time limits under the standard system are no more than eight hours a day and 40 hours a week. implementation of the comprehensive system or the flexible system, however, is limited to certain positions and subject to prior approval from the labor authority.   the hong kong employment ordinance (cap. 57), or eo, provides some basic rules regarding rest days and specifying work hours in an employment contract for employees working under continuous contracts (i.e., employees who work at least 18 hours a week for a period of four weeks), but otherwise there are very limited work-hours laws in hong kong. the minimum wage ordinance governs the minimum payment for hours worked (currently $34.50 in hong kong dollars, or about $4.40 per hour in u.s. dollars). it does not apply to live-in domestic workers, student interns or work-experience students.in singapore, work hour regulations are governed by the singapore employment act (ea) ...
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caution is required with suspensions
​suspensions are an important disciplinary measure for employers in ontario, often bridging the gap between less-significant discipline and termination. however, in some circumstances they can unintentionally result in a constructive dismissal, leading to significant liability for the employer. a recent case from the ontario court of appeal highlights the risks of using suspensions, particularly unpaid ones, but also provides insight as to how employers may implement them.[shrm members-only toolkit: introduction to the global human resources discipline]the plaintiff was a security supervisor at a casino. as required by law, he held a provincial gaming registration. after a routine audit, the alcohol and gaming commission of ontario (agco) determined that there were discrepancies between the records of the property in the lost and found and the actual contents of the lost and found. it appeared to the agco that the plaintiff may have been involved in or responsible for those discrepancies.the employer and regulatory authorities began an investigation. the plaintiff was suspended without pay pending the outcome of that investigation. criminal charges were brought against the plaintiff but were ultimately dismissed.seventeen months after the unpaid suspension began and after the dismissal of the criminal charges against him, the plaintiff voluntarily forfeited his gaming registration. the employer terminated his employment, as he could no longer legally perform the duties of ...
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employer didn’t have to offer remote work as an accommodation
a civil transportation engineer could not proceed with his claim that the california department of transportation (caltrans) did not reasonably accommodate his depression and anxiety when it refused to allow him to work part time from home, the california court of appeal ruled.the worker's failure to provide the employer with requested medical information about his ability to perform his essential job functions prevented the lawsuit from going forward, the court said. furthermore, even though other employees worked part time from home, those employees had different job duties and different work-performance records, and an employer is not required to allow an employee to work from home as a reasonable accommodation, the court said.  the plaintiff claimed that he had a number of health conditions, including chronic fatigue syndrome, anxiety and depression. he said his health conditions affected his ability to sleep and therefore made it hard to concentrate, handle stress or interact with others.      after the plaintiff began reporting to a new supervisor, she observed that he often came in late and left work early. the plaintiff told the supervisor that he had an arrangement with his previous manager allowing him to come and go as he pleased. the supervisor found no record of this arrangement and instructed the plaintiff to conform to a full-time working schedule. according to the plaintiff, working onsite for eight hours a day caused his health to decline, because he wa...
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update dol weblinks in participant communications
members may download one copy of our sample forms and templates for your personal use within your organization. please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without shrm’s permission. to request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
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recruiters struggle with predictive data analytics
​most organizations have not taken full advantage of data analytics for talent acquisition and retention, even in this recruiting environment of low unemployment and skilled-labor shortages.   research from global consulting firm deloitte found that 83 percent of 924 companies surveyed have low people-analytics capabilities. `this indicates that most organizations are under-equipped to identify problem areas and potential solutions to their recruiting challenges,` said arthur mazor, deloitte's human capital digital leader and the global practice leader for hr strategy and employee experience. `data-driven approaches can deliver insights critical for improving operational and business outcomes,` he added. `whether it's better awareness of candidate fit, process and technology optimization, or increased understanding of talent acquisition's impact on the business, analytics is a powerful force in the quest to source and hire top talent.`[shrm members-only online discussion platform: shrm connect]descriptive, predictive, prescriptivesarah brennan, an industry thought leader and owner of accelir, an hr technology consulting firm in milwaukee, wis., said that most of the organizations she works with are either not using recruiting analytics at all, or they're using old-school descriptive metrics such as cost-per-hire and time-to-fill and tracking candidate conversion rates. `it's basically counting,` she said. `this is what we find when we run reports from our a...
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new fcra disclosure notice takes effect today
​class-action lawsuits could await employers that don't update a commonly used notice required by the fair credit reporting act (fcra).the bureau of consumer financial protection has issued a revised model summary of rights disclosure notice. employers must give the document to job applicants and employees who've had adverse action taken against them—such as not being hired or being disciplined or fired—based on a background check. specifically, the form titled `a summary of your rights under the fair credit reporting act` has been updated to include information about security freezes and fraud alerts, stemming from a law passed in may 2018 in response to high-profile data breaches.[shrm members-only online discussion platform: shrm connect]the notice generally informs applicants and employees of their rights to obtain and dispute information in background-check reports and to obtain credit scores. employers can either use the agency's model form or their own substantially similar form.`the model form must be provided in different circumstances … specific to employment screening,` said montserrat miller, a partner in the privacy, immigration and government affairs practice groups at arnall golden gregory in washington, d.c. `for instance, the model form must be provided by background-screening companies to employers, as well as by employers to job applicants during the adverse-action process.`lindsay demaree, an attorney in the las vegas office of ballard ...
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michigan lawmakers adopt paid leave proposal
on sept. 5, the michigan senate and house of representatives adopted a citizen-initiated paid leave ballot proposal that was supposed to be put to a vote in the november 2018 general elections.unlike the ballot initiative, which would have had immediate effect, the adopted proposal will not go into effect until 90 days after the end of the current legislative session, on or about april 1, 2019. without immediate effect, the legislature will have an opportunity to amend the proposal after the general election in what is commonly known as the lame duck session. the advantage to employers is that the legislature and gov. rick snyder have the ability to rewrite the adopted proposal with a simple majority rather than a supermajority of 75 percent of both chambers, which would have been required had the proposal been voted into law at the polls. essentially, this means paid leave will be required in michigan workplaces in the spring of 2019.covered absences whether the paid leave requirements will be as adopted on sept. 5 or revised in the final two months of 2018, many employers with michigan operations will be required to provide their employees with annual paid time off for reasons that are currently permitted under the family and medical leave act (fmla). in addition to fmla-covered absences, the adopted proposal permits paid leave in cases of domestic violence and/or sexual assault, to attend meetings at a child's school or place of care, and in cases of school or business cl...
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full-time attendance is not necessarily an essential job function
​a human resource representative who was diagnosed with postpartum depression and separation anxiety and was fired after she could not return to full-time office attendance stated valid discrimination claims, the 6th u.s. circuit court of appeals ruled.the plaintiff was hired as an hr generalist by the college of wooster in late summer 2013. she was hired while she was four months pregnant and was told by wooster that her pregnancy would be accommodated. wooster's policy was to allow new employees 12 weeks' unpaid maternity leave under the family and medical leave act (fmla), even if they did not qualify for leave under the law.the plaintiff started her maternity leave at the beginning of february 2014 and took her full 12 weeks, which expired at the end of april. at that time, the plaintiff experienced severe postpartum depression and separation anxiety. her obstetrician prescribed an antidepressant and recommended that the plaintiff return to work on a part-time basis for the foreseeable future. the plaintiff met with her direct supervisor and explained that she would need more time before coming back. the plaintiff did not return to work at the end of april, and in the beginning of may she submitted to wooster an intent to return to work form (under the fmla) stating that she needed to work a reduced schedule of three days a week.her supervisor recommended that she work five half days a week rather than two or three full days a week. wooster informed the plaintiff that...
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vague doctor’s note did not prove the need for extra lunchtime
​a former employee who submitted a vague doctor's note and then resigned during the interactive accommodation process could not establish that her former employer failed to provide her with a reasonable accommodation pursuant to the americans with disabilities act (ada).the plaintiff, a receptionist for uaw-gm center for human resources (chr), was born with crouzon syndrome, a genetic disorder for which she had undergone multiple surgeries over the years. for each surgery, chr granted her time away from work. chr allowed employees to select a 30- or 60-minute lunch break, effective for the year. employees who selected a 30-minute break were allowed two additional 15-minute breaks, but under normal circumstances these breaks were not to be tacked on to the lunch break. the plaintiff selected a 30-minute lunch break, which could not begin until 11:00 a.m. the plaintiff exercised in chr's onsite gym during her lunch break and began heading for the gym at 10:30 a.m. to give herself an extended lunch break. in 2014, the plaintiff asked to extend her lunch break to 60 minutes or to tack on a separate 10-minute break so that she could work out longer at the gym. although the plaintiff explained that she started exercising to help with pain from a previous surgery, she did not mention her disability or a need to work out longer at midday to help her perform her job. on june 6, 2014, chr denied her request, given the policy of lunch breaks remaining in effect for a year, reiterate...
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dol focuses on compliance-based programs
employers may get a little more help from the u.s. department of labor (dol) through its office of compliance initiatives (oci). the new office will assist employers in preventing workplace violations and protecting employees' wages, benefits and other rights under federal labor laws.`oci appears to be a promising program that has the potential to help both employers and employees alike,` said james plunkett, an attorney with ogletree deakins in washington, d.c. small businesses and employees don't generally have the time or resources to navigate the constantly changing interpretations of all the laws that fall under the dol's purview, he said. `oci is intended to provide these stakeholders with straightforward answers to the questions they face every day.`the dol oversees compliance and enforcement efforts under the fair labor standards act (flsa), the family and medical leave act, the occupational safety and health act, and other employment-related statutes.in recent years, the dol's approach has been largely focused on enforcement, noted marty heller, an attorney with fisher phillips in atlanta. but alexander acosta, the current secretary of labor, has indicated a desire to improve compliance initiatives that promote cooperation and education in the business community. these programs focus on helping employers to understand and follow the law rather than on penalizing businesses for violations.`vigorous enforcement and compliance assistance go hand in hand,` acos...
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get the most bang for your hr education buck
​best-selling author martin yate, a career coach and former hr professional, takes your questions each week about how to further your career in hr. contact him at the e-mail address at the end of this column.i just graduated in may and began working as an office administrator. i've taken on management responsibilities, as my boss would like to focus on other things (we are a small team). i spoke with my employer, and he would like me to educate myself on the additional responsibilities, which include managing all hr duties. i am trying to decide how to do that. there are so many options, from taking a fundamentals course to working toward a master's degree. can you suggest how i can get the education i need for the best value, whether it be by taking a few classes, obtaining my certification or going all the way for a master's degree in human resources?good question. you work in the real world now, where time is a precious commodity, and your company wants this job done now, not in a couple of years. your boss wants to see change happening quickly—change that supports his goals. so by all means, pursue ongoing professional education and certification, but address now how you are going to do the job you have.how to get startedmanagement wants you to build an hr department that supports company growth plans. this is an opportunity to gain access to the circle of influence at your company, because you have a boss with growth plans who recognizes that having a solid hr inf...
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employee discipline for the new workplace
progressive discipline, as practiced in most organizations, is legally defensible … and flawed in its logic. it is rooted in the decades-old mindset that treating people progressively worse will cause them to improve, or at least it will protect the organization from liability when they don't. lawrence stessin, a management professor at hofstra university from 1958 to 1973, wrote this in his 1960 book employee discipline (bna inc.): `on a broader canvas, employee discipline is a process of control. it is a method for the maintenance of authority by management. … a reprimand, a layoff, or a discharge are the prerogatives which management uses as a control to keep (its) objectives in focus.` does that sound like a comment from one of your managers, supervisors, employees or even hr staff? it might not be your intent, but the way your process is managed is probably contributing to employees' perceiving you as controlling and authoritative. punishment doesn't work with children, and it doesn't work with adults in the workplace. employees who feel punished learn to get by, get out or get even. they comply with the rules rather than commit to your vision. supervisors and managers find the process punishing, too. discipline involves rules, guidelines and laws. in many organizations, discipline requires managers to have conversations with or obtain approvals from hr, the legal department or both.  as a result, supervisors and managers avoid taking disciplinary action...
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what are an applicant’s tattoos telling potential employers?
​the job candidate sitting in front of you has tattoos covering most of her left arm. fair or not, you may conclude that the markings paint her as a renegade and, possibly, even as irresponsible or unreliable. yet a different manager sitting across from the very same woman might see her tattoos as a sign that she's progressive, creative and able to relate to younger customers. that is how differently today's employers view body art when they consider how well-equipped candidates are for the jobs they're trying to fill. in fact, the research findings on how tattoos affect a job candidate's hiring prospects differ widely. on the one hand, a study published in august by professors at the university of miami and the university of western australia found that tattoos make no difference in terms of getting hired. `this doesn't mean that there are no individual instances of discrimination against tattooed people, but it does mean that, on balance, tattoos are not a liability in the labor market,` said andrew timming, associate professor of human resource management at the university of western australia business school and a co-author of the study. `obviously, all tattoos are not created equal. the genre and quality of a tattoo, as well as its placement, can impact employer decision-making. but the results suggest that, in aggregate, there is no employment discrimination against employees and job applicants with various forms of tattoos.`yet a study released in july b...
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should employers pick up slack?
slack, a popular business-messaging application, is swiftly changing how employees communicate. in doing so, slack presents legal issues such as harassment and wage and hour concerns in new contexts. as a result, employers should ensure that employees are using slack in compliance with the law.slack is a cloud-based, team-collaboration tool―an instant-messaging application that allows users to send messages and share files through online conversations. many businesses have a slack enterprise account for their employees to communicate. individuals can also create personal accounts, without company sponsorship. therefore, even if your business doesn't have a slack account, you may have teams within your organization using slack without your knowledge. slack's flexibilitywhat's so special about slack compared to other instant-messaging platforms? slack aims to provide a messaging platform designed specifically for workplaces rather than for strictly social purposes. slack messages and files can be exchanged through one of three forums: one-to-one direct messages, private group channels and public group channels. the channels help users focus on specific matters by separating the messages by topic and department. slack integrates with other popular online services such as dropbox, google docs and stripe; this allows users to consolidate data so they can seamlessly upload and share files. in addition, slack messages and files are instantly synced across desktop and mobile ap...
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leading with dignity
dignity. everyone wants it. but how can organizations create a sense of dignity in the workplace? donna hicks, an associate at the weatherhead center for international affairs at harvard university, offers some insights in her book leading with dignity: how to create a culture that brings out the best in people (yale university press, 2018). hicks draws on reserarch and case studies to show leaders how to create cultures that honor people's dignity and reduce conflict.hicks recently spoke to the hr magazine book blog.how do you define dignity? is it the same as respect?dignity is not the same as respect. this is the most common misconception that i encounter when introducing the concept to people and organizations. dignity is something we are born with—it is our inherent value and worth. we have little trouble seeing it when a child is born; there is no question about whether she or he is something of value. in fact, we would say that infants are invaluable, priceless and irreplaceable.how do we treat something that is invaluable, priceless and irreplaceable? we give it our utmost care and attention. even though we are all born worthy of this care and attention, we are bornvulnerable to having our dignity violated. treating others with dignity, then, becomes the baseline of our interactions. you don't have to do anything to deserve dignity. respect, on the other hand, needs to be earned. if i say i respect someone, that person has done something remarkable to earn my r...
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how has high-court nominee brett kavanaugh ruled on workplace issues?
brett kavanaugh's nomination to the u.s. supreme court has been fraught with controversy in recent days, and his senate confirmation hearing has been delayed. but if he is confirmed, how would kavanaugh shape workplace laws from the highest bench in the land?if confirmed to the supreme court, employers can expect kavanaugh to be a strict constructionist, sticking to the text of labor and employment statutes and not expanding workers' rights, said john maley, an attorney with barnes & thornburg in indianapolis. `in traditional labor law matters, employers can expect scrutiny of [national labor relations board] decisions, including a dose of common sense on occasion,` he said.mark phillis, an attorney with littler in pittsburgh, said kavanaugh's rulings in labor and employment cases don't reveal any leanings either in favor of or against workers. `while some commentators have noted that he sided more often with employers than employees, a review of his decisions reveals that his opinions are well within the mainstream and are consistent with rulings in other courts of appeals,` he added.afl-cio president richard trumka, however, said kavanaugh `is anything but a neutral.` kavanaugh's `confirmation would potentially lock in the pro-corporate tilt of the court for a generation,` trumka said during a sept. 7 speech at yale law school. kavanaugh currently serves as a judge on the u.s. court of appeals for the district of columbia circuit, a position he was appointed to...
Tags : how has high-court nominee brett kavanaugh ruled on workplace issues? - kavanaugh ,with ,court ,that ,said ,labor ,attorney with ,supreme court ,hostile work ,work environment ,labor relations ,labor relations board ,national labor relations how has high-court nominee brett kavanaugh ruled on workplace issues?
more employers try continuous background screening
employers are showing more interest in continuous, real-time employee screening.most companies screen for red flags in their employees' work, legal or financial history once, before they come on board on day one. the problem is that those checks represent a moment in time. if an employee commits a crime, has a license revoked or loses work authorization after being hired, the employer may never find out. only 11 percent of organizations rescreen current employees, according to a 2018 report from background screening provider hireright. even these periodic checks—done once a year, for example—can mean employers are blind in the interim. `as organizations become more mature in their screening programs, they realize that fluid information is something they want to have a better grasp on,` said mary o'loughlin, hireright's managing director and vice president for health care and life sciences.uber is the most high-profile company to go public with its plans to conduct continuous background checks on its on-demand workforce. the company has been pushed to do a better job of screening its drivers following recent accounts of alleged misconduct.  uber teamed with san francisco-based screening firm checkr to get continuous updates about drivers' records, including new criminal violations and license suspensions. the technology will notify uber, for example, when a driver is charged with driving under the influence.since launching the screening in july, uber has removed ...
Tags : more employers try continuous background screening - said ,background ,screening ,that ,employee ,time ,background check ,background checks ,continuous background ,vice president ,said there ,continuous background checks more employers try continuous background screening
more employers try continuous background screening
employers are showing more interest in continuous, real-time employee screening.most companies screen for red flags in their employees' work, legal or financial history once, before they come on board on day one. the problem is that those checks represent a moment in time. if an employee commits a crime, has a license revoked or loses work authorization after being hired, the employer may never find out. only 11 percent of organizations rescreen current employees, according to a 2018 report from background screening provider hireright. even these periodic checks—done once a year, for example—can mean employers are blind in the interim. `as organizations become more mature in their screening programs, they realize that fluid information is something they want to have a better grasp on,` said mary o'loughlin, hireright's managing director and vice president for health care and life sciences.uber is the most high-profile company to go public with its plans to conduct continuous background checks on its on-demand workforce. the company has been pushed to do a better job of screening its drivers following recent accounts of alleged misconduct.  uber teamed with san francisco-based screening firm checkr to get continuous updates about drivers' records, including new criminal violations and license suspensions. the technology will notify uber, for example, when a driver is charged with driving under the influence.since launching the screening in july, uber has removed ...
Tags : more employers try continuous background screening - said ,background ,screening ,that ,employee ,time ,background check ,background checks ,continuous background ,vice president ,said there ,continuous background checks more employers try continuous background screening
michigan lawmakers adopt paid leave proposal
on sept. 5, the michigan senate and house of representatives adopted a citizen-initiated paid leave ballot proposal that was supposed to be put to a vote in the november 2018 general elections.unlike the ballot initiative, which would have had immediate effect, the adopted proposal will not go into effect until 90 days after the end of the current legislative session, on or about april 1, 2019. without immediate effect, the legislature will have an opportunity to amend the proposal after the general election in what is commonly known as the lame duck session. the advantage to employers is that the legislature and gov. rick snyder have the ability to rewrite the adopted proposal with a simple majority rather than a supermajority of 75 percent of both chambers, which would have been required had the proposal been voted into law at the polls. essentially, this means paid leave will be required in michigan workplaces in the spring of 2019.covered absences whether the paid leave requirements will be as adopted on sept. 5 or revised in the final two months of 2018, many employers with michigan operations will be required to provide their employees with annual paid time off for reasons that are currently permitted under the family and medical leave act (fmla). in addition to fmla-covered absences, the adopted proposal permits paid leave in cases of domestic violence and/or sexual assault, to attend meetings at a child's school or place of care, and in cases of school or business cl...
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how has high-court nominee brett kavanaugh ruled on workplace issues?
brett kavanaugh's nomination to the u.s. supreme court has been fraught with controversy in recent days, and his senate confirmation hearing has been delayed. but if he is confirmed, how would kavanaugh shape workplace laws from the highest bench in the land?if confirmed to the supreme court, employers can expect kavanaugh to be a strict constructionist, sticking to the text of labor and employment statutes and not expanding workers' rights, said john maley, an attorney with barnes & thornburg in indianapolis. `in traditional labor law matters, employers can expect scrutiny of [national labor relations board] decisions, including a dose of common sense on occasion,` he said.mark phillis, an attorney with littler in pittsburgh, said kavanaugh's rulings in labor and employment cases don't reveal any leanings either in favor of or against workers. `while some commentators have noted that he sided more often with employers than employees, a review of his decisions reveals that his opinions are well within the mainstream and are consistent with rulings in other courts of appeals,` he added.afl-cio president richard trumka, however, said kavanaugh `is anything but a neutral.` kavanaugh's `confirmation would potentially lock in the pro-corporate tilt of the court for a generation,` trumka said during a sept. 7 speech at yale law school. kavanaugh currently serves as a judge on the u.s. court of appeals for the district of columbia circuit, a position he was appointed to...
Tags : how has high-court nominee brett kavanaugh ruled on workplace issues? - kavanaugh ,with ,court ,that ,said ,labor ,attorney with ,supreme court ,hostile work ,work environment ,labor relations ,labor relations board ,national labor relations how has high-court nominee brett kavanaugh ruled on workplace issues?
more employers try continuous background screening
employers are showing more interest in continuous, real-time employee screening.most companies screen for red flags in their employees' work, legal or financial history once, before they come on board on day 1. the problem is that those checks represent a moment in time. if an employee commits a crime, has a license revoked or loses work authorization after being hired, the employer may never find out. only 11 percent of organizations rescreen current employees, according to a 2018 report from background screening provider hireright. even these periodic checks—done once a year, for example—can mean employers are blind in the interim. `as organizations become more mature in their screening programs, they realize that fluid information is something they want to have a better grasp on,` said mary o'loughlin, hireright's managing director and vice president for health care and life sciences.uber is the most high-profile company to go public with its plans to conduct continuous background checks on its on-demand workforce. the company has been pushed to do a better job of screening its drivers following recent accounts of alleged misconduct.  uber teamed with san francisco-based screening firm checkr to get continuous updates about drivers' records, including new criminal violations and license suspensions. the technology will notify uber, for example, when a driver is charged with driving under the influence.since launching the screening in july, uber has removed ov...
Tags : more employers try continuous background screening - said ,background ,screening ,that ,employee ,time ,background check ,background checks ,continuous background ,vice president ,said there ,continuous background checks more employers try continuous background screening
should employers pick up slack?
slack, a popular business-messaging application, is swiftly changing how employees communicate. in doing so, slack presents legal issues such as harassment and wage and hour concerns in new contexts. as a result, employers should ensure that employees are using slack in compliance with the law.slack is a cloud-based, team-collaboration tool―an instant-messaging application that allows users to send messages and share files through online conversations. many businesses have a slack enterprise account for their employees to communicate. individuals can also create personal accounts, without company sponsorship. therefore, even if your business doesn't have a slack account, you may have teams within your organization using slack without your knowledge. slack's flexibilitywhat's so special about slack compared to other instant-messaging platforms? slack aims to provide a messaging platform designed specifically for workplaces rather than for strictly social purposes. slack messages and files can be exchanged through one of three forums: one-to-one direct messages, private group channels and public group channels. the channels help users focus on specific matters by separating the messages by topic and department. slack integrates with other popular online services such as dropbox, google docs and stripe; this allows users to consolidate data so they can seamlessly upload and share files. in addition, slack messages and files are instantly synced across desktop and mobile ap...
Tags : should employers pick up slack? - slack ,employees ,that ,messages ,your ,should ,enterprise account ,your business ,direct messages ,personal device ,time keeping ,their personal devices should employers pick up slack?
leading with dignity
dignity. everyone wants it. but how can organizations create a sense of dignity in the workplace? donna hicks, an associate at the weatherhead center for international affairs at harvard university, offers some insights in her book leading with dignity: how to create a culture that brings out the best in people (yale university press, 2018). hicks draws on reserarch and case studies to show leaders how to create cultures that honor people's dignity and reduce conflict.hicks recently spoke to the hr magazine book blog.how do you define dignity? is it the same as respect?dignity is not the same as respect. this is the most common misconception that i encounter when introducing the concept to people and organizations. dignity is something we are born with—it is our inherent value and worth. we have little trouble seeing it when a child is born; there is no question about whether she or he is something of value. in fact, we would say that infants are invaluable, priceless and irreplaceable.how do we treat something that is invaluable, priceless and irreplaceable? we give it our utmost care and attention. even though we are all born worthy of this care and attention, we are bornvulnerable to having our dignity violated. treating others with dignity, then, becomes the baseline of our interactions. you don't have to do anything to deserve dignity. respect, on the other hand, needs to be earned. if i say i respect someone, that person has done something remarkable to earn my r...
Tags : leading with dignity - dignity ,that ,when ,people ,they ,have ,with dignity ,preservation instincts ,dignity consciousness ,self preservation ,most common ,self preservation instincts leading with dignity
how has high-court nominee brett kavanaugh ruled on workplace issues?
brett kavanaugh's nomination to the u.s. supreme court has been wrought with controversy in recent days, and his senate confirmation hearing has been delayed. but if he is confirmed, how would kavanaugh shape workplace laws from the highest bench in the land?if confirmed to the supreme court, employers can expect kavanaugh to be a strict constructionist, sticking to the text of labor and employment statutes and not expanding workers' rights, said john maley, an attorney with barnes & thornburg in indianapolis. `in traditional labor law matters, employers can expect scrutiny of [national labor relations board] decisions, including a dose of common sense on occasion,` he said.mark phillis, an attorney with littler in pittsburgh, said kavanaugh's rulings in labor and employment cases don't reveal any leanings either in favor of or against workers. `while some commentators have noted that he sided more often with employers than employees, a review of his decisions reveals that his opinions are well within the mainstream and are consistent with rulings in other courts of appeals,` he added.afl-cio president richard trumka, however, said kavanaugh `is anything but a neutral.` kavanaugh's `confirmation would potentially lock in the pro-corporate tilt of the court for a generation,` trumka said during a sept. 7 speech at yale law school. kavanaugh currently serves as a judge on the u.s. court of appeals for the district of columbia circuit, a position he was appointed to...
Tags : how has high-court nominee brett kavanaugh ruled on workplace issues? - kavanaugh ,with ,court ,that ,said ,labor ,attorney with ,supreme court ,hostile work ,work environment ,labor relations ,labor relations board ,national labor relations how has high-court nominee brett kavanaugh ruled on workplace issues?
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