Highlights include credit unions targeted in a spear phishing campaign, email fraud on the rise, U.S. companies targeted through LinkedIn, and more.
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Know about discriminatory practices to avoid. Federal employment discrimination law does not prohibit employers from requesting or obtaining criminal history information about applicants and employees. However, an employer’s use of such information could result in a claim of discrimination.
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Serving on a board can be rewarding, but it also exposes your personal wealth and assets to potential risk, since board members can be personally liable for the actions (or inactions) of the boards upon which they sit.
Make sure your 2019 employee benefits strategy is aligned with your organization’s long-term goals. Strategic planning can help manage costs while increasing efficiency and productivity in a complex business climate.
On March 7, 2019, the Department of Labor (DOL) proposed revisions to the Fair Labor Standards Act (FLSA) white collar exemption rule. The DOL is proposing a minimum salary threshold to increase to $679 per week (which equals an annual salary of $35,308). The threshold currently sits at $455 per week ($23,660 annually). With an anticipated effective date of January 1, 2020, this proposal signals the Department’s desire to bring the required salary amount to a dollar figure more representative of modern-day wages.
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.
Regardless of the industry or the current state of the economy, conducting a criminal background screen on employment candidates has become standard practice for many employers. It is not so much the practice that presents the issue as it is the potential result. To that point, the critical question becomes, what does an employer do if the background check reveals a criminal record?
Your employee has requested to bring her dog to work in relation to a medical condition. She has even provided you a certificate illustrating that this is a service dog. What do you do? To determine whether you have an obligation to grant an employee’s request for accommodation, including the request to bring an animal to work, you must engage in the interactive process required by the ADA. Failing to engage in the interactive process can result in legal liability for your organization.
For many employers they have become obsolete and for others they still exist, but only as a small part of a much grander process. However, there are still some employers who continue to only evaluate their employees once per year – either because they have determined that once a year is sufficient or because they haven’t considered other options. Unfortunately, the annual performance evaluation by itself seldom provides any benefit, is often dreaded by managers and employees alike, and can be incredibly time consuming.
In December, many employers reward employees with cash bonuses, which can be great motivators when they are designed to reward employees who meet or exceed their performance goals. Year-end bonuses also contribute to the holiday atmosphere of generosity and gratitude. But did you know that year-end bonus payments can pose traps for the unwary employer?
While decorations and parties can potentially have a positive effect on employee morale, they are often tempered by the competing interests of promoting diversity and inclusion within the workplace and the attendant risk of a religious discrimination claim. So how does an employer navigate its way down Candy Cane Lane without running afoul of state and federal civil rights laws?
Employers must have an Employment Eligibility Verification (Form I-9) for every person on their payroll who is required to complete it. The next steps are to determine how long to keep your I-9 Forms, how to store them, and what to do if the government asks to inspect your forms. Not only is compliance essential for a government inspection, but also ensuring that any corresponding documentation with personal information stays out of the wrong hands — since the forms collect personal information about your employees.
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