While work on the OSHA heat standard continues, it’s likely that more changes will come before final implementation.

If employees want more leave and aren’t going to return as scheduled, it’s their obligation to request more leave. They can’t not show for that first post-leave shift and demand after the fact to take more FMLA leave.

I have an employee who has two serious health conditions that qualify them for intermittent leave, and he has two separate certifications. Does each condition qualify him for a full 12 weeks or 480 hours of FMLA leave during the year?

The revised rule will impact when employers can be held liable for violations of wage-and-hour rules that franchisees or subcontractors make—that is, when they’re held responsible as a joint employer.

The case highlights why it is crucial to train your supervisors and front-line managers on their obligations to pregnant and lactating employees.

• Proper categorization. Distinguish between business records and non-records.
• Setting rules. Establish records rules for email, mobile devices, social media, Zoom, Microsoft Teams, Slack and other electronic tools.
• Keeping policies up-to-date. Implement documentation policies on emerging HR concerns like marijuana use, compliance with eDiscovery guidelines, litigation-hold policies and more.
• Guaranteeing compliance. Ensure on-site, remote and work-from-home staff comply with records rules and manage HR records effectively.
• Document security. Protect personal privacy and confidential and sensitive information using best-in-class technology and tools.
• Leveraging technology. How to use software tools for record retention, along with monitoring, policy management, content management, antivirus and other records-related software.

There are other times when an employee who seems to have been a stellar performer declines suddenly. That’s when employers should document the extent of the problem and take prompt action. While there may be a lawsuit, a clearly documented incident that justifies termination usually proves persuasive.

• What to do if you discover you’ve made a wage-and-hour or classification mistake. The key is to fix the mistake without triggering a risky lawsuit.
• What an opinion letter is and how it can protect you when the law seems unclear. It’s an opportunity to avoid making a mistake because the law or regulation is unclear or has not been explained adequately by the DOL or OSHA.
• Why the DOL is offering opinion letters. It’s a whole new approach to enforcement.
• What laws are covered in the programs. Three of the trickiest laws to get right are included—the Fair Labor Standards Act, the Family and Medical Leave Act and the Uniformed Services Employment and Reemployment Rights Act (USERRA).
• How to request an opinion letter. We will walk you through the process from beginning to end.
• How to use the PAID program in conjunction with an opinion letter request. We will walk you through that process step-by-step, too.

A survey of more than 300 in-house lawyers, HR professionals and executives found that regulatory and political shifts are reshaping workplace priorities. Many employers say the evolving landscape has forced them to reconsider workforce strategies, compliance efforts and hiring plans as they try to navigate new federal and state policies.

One of the most frustrating HR problems for employers operating across state lines is managing different state and city paid-leave laws in the absence of at least a federal minimum standard. Now, Congress is considering enacting legislation to help.