As businesses become more interconnected, the risk of a third-party data breach at your organization becomes more imminent. It’s no longer enough to simply secure your organization’s network systems and data.
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Fall is in the air. Which means it’s open enrollment time! If your organization is one of the many heading into open enrollment, here are some common open enrollment questions, answered.
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The law creates potential exposures and legal implications for employers.
Will 2019 be the year of the cyber criminal? Read about this and other cybersecurity risks in the latest Threat Intelligence report.
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Last fall, we presented you with some of the changes in state marijuana laws and what implications they could have in the workplace, and this spring we debated whether medical marijuana could be covered under your company’s medical plans. In the few short months that have followed, we are seeing more legislation either allowing the use medical marijuana or legalizing the recreational use of cannabis. This recent flurry of activity begs the question, “Are all the marijuana prohibitions going up in smoke?”
If there is one message for employers it’s this: review your employee handbook. New perspectives may allow you to revamp your handbook policies. If you updated them within the last few years, they likely contain the language under the Obama-administration that inferred a negative impact on facially neutral policies. However, if you didn’t update your handbook, you may not need to make changes related to protected concerted activity.
During the November 2018 elections, several states approved the usage of medical marijuana. Numerous other states allow access to products with cannabidiol (CBD), which is derived from the cannabis plant, but with low to no THC content (the psychoactive component). As medical practitioners start prescribing it more often for a variety of maladies, cannabis (or some form of it) will become present in the workplace. The next question employers will ask: Can we cover it under our health plans?
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