The National Labor Relations Act specifically allows workers to wear buttons signifying their support for a labor union. How many buttons? Recent cases brought before the National Labor Relations Board, which enforces the NLRA, have raised that very question.
As more states legalize medical and other marijuana usage, employers must adjust their policies to conform to those new laws. That’s not an easy task.
• The 5 benefits of a good job description, and the risks associated with outdated ones.
• The 4 federal laws that require accurate and up-to-date job descriptions, including the Pregnant Workers Fairness Act.
• 4 simple steps to create accurate and defensible job descriptions that match industry standards and local variations—with online resources.
• How to define “essential functions” for ADA, FMLA and PWFA purposes.
• Using job descriptions as a disciplinary tool to guide performance reviews and employee discipline, including designing PIPs.
• Choosing the right language that locks in an employee’s FLSA classification, avoids discrimination charges and more.
• Tips and tools for continually evaluating job descriptions to avoid misclassification errors and other legal issues throughout the year.
• Get YOUR trickiest FMLA questions answered.
• Get valuable insights on your current and future FMLA challenges.
• See what’s keeping your peers up at night, and learn how to head off similar issues with Anniken’s expert advice.
• Employment law preview. Join employment lawyer Anniken Davenport as she dives into some of the top issues in the industry and how to prepare for changes.
• Keeping up with the news. Learn the strategies our team uses for keeping up with, and making sense of, the latest news.
• Navigating the site. Take a look at the new HR Employment Law Advisor site and membership options.
• Powerful new tools. Discover tools and ready-made manager training to keep HR, managers and supervisors informed and in sync.
• Special offers. Exclusive discounts on HR Employment Law Advisor, only available to attendees.
• 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.
It’s not easy to stand firm in today’s polarized world, but Costco just showed everyone how it’s done.
Allergies are an incredibly common condition. Fortunately for employers, most allergic symptoms aren’t debilitating enough to constitute disabilities under the ADA. But for millions of employees, that’s not the case, so companies should be prepared to handle these instances.
If you use wearables to collect information about employees’ physical or mental conditions or for diagnostic testing, you may be conducting medical exams under the ADA.
With each change in administration, there’s a change in how federal agencies operate. When President-elect Trump takes office Jan. 20, expect rapid change at the U.S. Department of Labor.
