• An overview of ChatGPT and how it can work well for HR departments.
• How to proceed with caution when it comes to biases and incorrect information.
• Ways to avoid common legal issues that can arise when using ChatGPT, including data privacy, intellectual property and liability concerns.
• How to improve upon many HR functions while saving time, including job descriptions, performance appraisals, coaching and helping neurodivergent 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.
We offer employees a pay advance of up to 60 hours or PTO if they want to use paid time off before having earned it. What happens if they quit or are terminated before earning that advance payment back? Can we simply deduct the amount from their last check without their specific consent?
A bipartisan group of lawmakers is working to change the legal standards older employees must meet to bring forward age-discrimination claims.
According to the EEOC, agency guidance does not have the force of law.
Disparate-impact discrimination is a legal theory that holds that an entity may be discriminating unlawfully even though it has neutral rules if those rules have a disparate impact on a protected class. It is unintentional discrimination.
Generally, when an employee doesn’t return medical certification paperwork required to begin FMLA leave within 15 days, employers can deny the leave request. But there are circumstances under which the employee may have more time.
• 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.
• Leave as an accommodation. Understand when leave may not qualify as a reasonable accommodation (rarely), and when it may be required for cases of infertility, miscarriage, abortion and more.
• Guaranteed accommodations. The four accommodations the EEOC says you can’t question—no doc notes, no forms, no delay.
• Top practical accommodations. Easy-to-implement, practical accommodations that won’t unduly disrupt the workplace while complying with the law.
• Lessons from the courtroom. Insights from recent EEOC lawsuits under the PWFA and notable settlements.
• Compliant break rooms. Steps to create a PUMP Act-compliant milk-expression space tailored to your industry.
• Prohibition against schedule cuts. Workers who need expression breaks can’t have their schedules cut instead.
• Accommodation best practices. How to accommodate pregnancy-related issues like morning sickness, lifting restrictions and bed-rest orders.
In a unanimous decision, the U.S. Supreme Court ruled that employees claiming they have been the victim of reverse discrimination don’t have additional hoops to jump through before getting their day in court.
