|
APPLIES TO
|
EFFECTIVE
January 1, 2017 |
QUESTIONS?
Contact HR On-Call
(888) 378-2456
|
Implementing a company wellness program can reduce overall health-related costs, such as reducing the amount of employee absences or lack of productivity due to illness. It can also help retain and attract talent in a competitive market. Given the positive impact on a company’s well-being, many employers are implementing wellness programs for employees.
On May 16, 2016, the U.S. Equal Employment Opportunity Commission (“EEOC”) published two Final Rules (“Rule(s)”) clarifying under what conditions employers can offer incentives for employee participation in workplace wellness programs, while also protecting employees from discrimination. The two Rules apply to the Americans with Disabilities Act (“ADA”) and the Genetic Information Non-Discrimination Act (“GINA”).
Tennessee Revises Notice Requirements to Prohibit Firearms at Work
/in HR AlertsAPPLIES TO
All Employers with Tennessee Employees
EFFECTIVE
July 1, 2016 (January 1, 2018 for certain employers)
QUESTIONS?
Contact HR On-Call
(888) 378-2456
Tennessee already allows individuals, corporations, business entities or government agencies to prohibit possession of weapons on properties or inside buildings under their control. Public Chapter No. 638 amends the regulations governing how employers and other property owners/operators must notify people that weapons (specifically, firearms) are prohibited on their property.
The amendments are as follows:
Read more
San Diego, CA Approves Paid Sick Leave and Minimum Wage Increase
/in HR AlertsAPPLIES TO
All Employers with San Diego, CA Employees
EFFECTIVE
No later than July 7, 2016
QUESTIONS?
Contact HR On-Call
(888) 378-2456
San Diego joins a number of other California cities in implementing its own paid sick leave and minimum wage ordinance. The ordinance was approved by San Diego voters on June 7, 2016, and goes into effect once the election results are certified (expected to be no later than July 7, 2016).
San Diego’s paid sick leave expands upon the statewide paid sick leave (“PSL”) law in several areas. Key provisions of the PSL ordinance include:
Read more
Minneapolis, MN to Require Paid Sick Leave
/in HR AlertsAPPLIES TO
All Private Employers of Six or More Employees
EFFECTIVE
July 1, 2017
QUESTIONS?
Contact HR On-Call
(888) 378-2456
The Minneapolis Sick and Safe Time Ordinance (“Ordinance”), passed by the City Council on May 27, 2016, requires private employers of at least six employees in any location to begin providing paid sick leave (“PSL”) benefits by July 1, 2017 to any employees working in Minneapolis. Employers of five or fewer are subject to the same provisions, but can offer unpaid time off.
Read more
July Updates
/in HR AlertsAPPLIES TO
Varies
EFFECTIVE
Varies
QUESTIONS?
Contact HR On-Call
(888) 378-2456
Read more
Employers May Bypass Union Activities’ Reporting Requirement Under the “Persuader Rule” If They Take Action Before July 1st
/in HR AlertsAPPLIES TO
All Employers
EFFECTIVE
July 1, 2016
QUESTIONS?
Contact HR On-Call
(888) 378-2456
Last month, we reported on the U.S. Department of Labor’s (“DOL”) recently-issued Final Rule (“Rule”), designed to boost transparency in union/collective bargaining. Beginning July 1, 2016, the Rule requires public disclosures from an employer’s advisors (e.g., labor relations consultants or attorneys) who are engaged to perform any work that “has the ultimate objective of persuading employees” in relation to union/collective bargaining matters.
Read more
Workplace Posting Deadlines for July 1, 2016
/in HR AlertsAPPLIES TO
Varies; See Below
EFFECTIVE
July 1, 2016
QUESTIONS?
Contact HR On-Call
(888) 378-2456
A number of minimum wage and/or specific paid sick leave ordinances go into effect in July, just one week away. Employers should check the table below for some imminent deadlines for workplace postings.
Read more
Workplace Wellness Incentive Guidelines Update
/in HR AlertsAPPLIES TO
All Employers
EFFECTIVE
January 1, 2017
QUESTIONS?
Contact HR On-Call
(888) 378-2456
Implementing a company wellness program can reduce overall health-related costs, such as reducing the amount of employee absences or lack of productivity due to illness. It can also help retain and attract talent in a competitive market. Given the positive impact on a company’s well-being, many employers are implementing wellness programs for employees.
On May 16, 2016, the U.S. Equal Employment Opportunity Commission (“EEOC”) published two Final Rules (“Rule(s)”) clarifying under what conditions employers can offer incentives for employee participation in workplace wellness programs, while also protecting employees from discrimination. The two Rules apply to the Americans with Disabilities Act (“ADA”) and the Genetic Information Non-Discrimination Act (“GINA”).
Read more
OSHA Issues Final Rule Increasing Employer Reporting Requirements
/in HR AlertsAPPLIES TO
All Employers
EFFECTIVE
Varies
QUESTIONS?
Contact HR On-Call
(888) 378-2456
The U.S. Department of Labor’s Occupational Safety and Health Administration (“OSHA”) published a Final Rule (“Rule”) on May 11, 2016 that (1) requires employers to electronically report injury and illnesses in the workplace, (2) strengthens whistleblower protections, and (3) allows OSHA to publicly post some of the reported data on OSHA’s website.
Read more
Employers Have a Right to Protect Trade Secrets in Federal Court
/in HR AlertsAPPLIES TO
All Employers
EFFECTIVE
May 11, 2016
QUESTIONS?
Contact HR On-Call
(888) 378-2456
The Defend Trade Secrets Act (“DTSA”) was signed into law on May 11, 2016. It amends the Economic Espionage Act of 1996, allowing private companies to protect their trade secrets by bringing civil lawsuits in a federal court. This brings trade secrets into alignment with protections already in place for owners of copyrights, patents and trademarks.
Read more
Seventh Circuit States Class Action Waivers in Arbitration Agreements are Invalid
/in HR AlertsAPPLIES TO
All Illinois, Indiana, and Wisconsin Employers
EFFECTIVE
May 26, 2016
QUESTIONS?
Contact HR On-Call
(888) 378-2456
In Lewis v. Epic Systems Corporation, the Seventh Circuit Court of Appeals unanimously stated that arbitration agreements that prohibit collective arbitration or collective actions, including class, collective and representative actions, violate Section 7 of the National Labor Relations Act (“NLRA”).
Read more