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Employment Law

More Employment Law Articles:

OT Rule Overruled
A Texas judge's injunction effectively shuts down implementation and enforcement of President Obama's overtime rule until the government can win a countervailing order from an appeals court, which experts say is increasingly unlikely given the current political climate.
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Complying with 'Name and Shame'
The Securities and Exchange Commission's CEO pay-ratio disclosure ruling is raising a host of HR-related concerns around unions, investor relations and employee communications.
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Focusing on Temp Workers' Safety
With the U.S. staffing market set to grow to record sizes in the coming years, the industry is rolling out a major initiative aimed at boosting worker safety.
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After Election Day: What's Ahead for HR
With the shocking results of the presidential election now recorded in the history books, experts ponder how a Trump presidency will affect organizations' HR policies and regulations.
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Big Issues Surrounding Big Data
Big data now influences how organizations make hiring and other employment decisions, but experts warn that, as its scope and usage increase, so will the HR challenges involved.
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EEOC's Expanding Priorities
The federal agency will expand its focus on protecting contingent workers and employees perceived to be Muslim or Arab.
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OT Rules and Flex-Work Options
New research finds many employers responding to the new DOL overtime rules by cutting flexible-work options. What must HR consider while implementing and communicating such changes?
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Obesity and Hiring
Despite a recent court ruling that finds an obese candidate who was not hired for a machinist job did not qualify for protection under the Americans with Disabilities Act, experts are still warning employers to be careful with their hiring practices so they don't get sued in the first place.
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Sharpening the Whistle Blow
The Occupational Safety and Health Administration's efforts to increase whistleblower claims have culminated in its Whistleblowers Severe Violators Enforcement program.
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Challenging the Overtime Rules
Two lawsuits may block the Department of Labor's new overtime rules from going into effect on Dec. 1, but experts say employers should proceed as though they will become law.
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Scrutinizing Social-Media Policies
Recent rulings from the National Labor Relations Board are shining a spotlight on employers' social-media policies.
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Expanding on Retaliation
Experts say the Equal Employment Opportunity Commission's new guidance on retaliation presents an opportunity for HR professionals to explore ways to prevent such claims and protect their organization from them.
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Choosing Parting Words Carefully
The Securities and Exchange Commission's recent ruling on severance agreements is the latest in a series of positions taken by federal agencies that depend on current and former employees reporting violations of law.
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Unions Flourishing or Floundering?
Despite a recent NLRB decision in favor of union organizing, there are signs of a continuing weakening of unions' overall influence during the Obama administration.
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Watching the Clock
Recent cases show agencies continue to struggle with properly implementing the Fair Labor Standards Act's requirements for paying employees for activities that are arguably part of the employee's workday.
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No Laughing Matter
As this divisive election season heats up, employers are reminded to promptly stop workers from making unwelcome comments about co-workers' national origin, or else risk the wrath of the Equal Employment Opportunity Commission.
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Overtime Overhaul
Newly proposed legislation calls for a more gradual roll-out of the Department of Labor's controversial new overtime rule.
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The Bumpy Road to Paid Sick Leave
More workers in the United States are getting paid sick leave, but the trend has its challenges for HR. Even companies that already offer the benefit are struggling to keep up with inconsistent rules created by cities and states.
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Legal Clinic Column

Question: We are pulling our hair out with all of the different sick-time laws around the country popping up. Some say four days, some say five days, some say 40 hours, yet all have different rates of accrual, different rules on rollover and many have different definitions of covered absences. What should we do about this? We have employees in multiple states and it seems like every other day there's a new law and we have to re-draft our handbook. Is there any way to simplify all of this and still be in compliance?
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