APPLIES TO
All Employers with TN Employees
|
EFFECTIVE
April 23, 2019 |
QUESTIONS?
Contact HR On-Call
(888) 378-2456
|
HB 856 amended the Healthy Workplace Act to allow private employers to shield themselves from abusive conduct claims. Specifically, if an employer adopts the model Abusive Conduct Prevention Policy, then the employer is immune from suit for any employee’s abusive conduct that results in negligent or intentional infliction of mental anguish. Employers should note that this immunity does not change the personal liability of an employee for any abusive conduct in the workplace.
Employers should immediately implement the model policy or equivalent to avoid potential exposure. However, note that this immunity only applies to abusive conduct claims made under Tennessee law; it does not shield employers from claims made pursuant to federal law.
Action Items
- Review the text of the bill here.
- Have employee handbooks and anti-bullying policies updated immediately.
- Subscribers can call our HR On-Call Hotline at (888) 378-2456 for further assistance.
Disclaimer: This document is designed to provide general information and guidance concerning employment-related issues. It is presented with the understanding that ManagEase is not engaged in rendering any legal opinions. If a legal opinion is needed, please contact the services of your own legal adviser.
© 2019 ManagEase
Arkansas: 2019 Legislative Employment Updates
/0 Comments/in HR Alerts /by ManagEaseAPPLIES TO
All Employers with AK Employees
EFFECTIVE
As indicated
QUESTIONS?
Contact HR On-Call
(888) 378-2456
The Arkansas state legislature’s 2019 session ended on April 10, 2019 with several changes to employment-related laws. Key points are summarized below. All bills go into effect on July 23, 2019 unless otherwise stated.
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Kentucky: New Pregnancy Accommodation Law Coming Soon
/0 Comments/in HR Alerts /by ManagEaseAPPLIES TO
All Employers with 15 or more KY Employees
EFFECTIVE
June 27, 2019
QUESTIONS?
Contact HR On-Call
(888) 378-2456
Earlier this year, the Kentucky legislature passed the Kentucky Pregnant Workers Act (the Act), building on federal anti-discrimination protections for pregnant workers and adding new requirements for accommodations. Under the Act, covered employers are required to provide reasonable accommodations with regard to pregnancy, childbirth, or related medical conditions.
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Maine: Salary History Inquiry Ban and Equal Pay Update
/0 Comments/in HR Alerts /by ManagEaseAPPLIES TO
All Employers with ME Employees
EFFECTIVE
September 17, 2019
QUESTIONS?
Contact HR On-Call
(888) 378-2456
Governor Janet Mills recently signed L.D. 278 prohibiting employer inquiries into the salary history of job applicants until after an offer of employment is made stating “all terms of compensation,” except where federal or state law otherwise requires disclosure or verification of compensation information for employment purposes. Any attempt to directly or indirectly (including through an employment agency) obtain compensation information from a job applicant before an offer of employment has been made, qualifies as unlawful employment discrimination under the Maine Human Rights Act.
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Massachusetts: Paid Family and Medical Leave Deadlines Extended and Notices Issued
/0 Comments/in HR Alerts /by ManagEaseAPPLIES TO
All Employers with MA Employees
EFFECTIVE
May 1, 2019
QUESTIONS?
Contact HR On-Call
(888) 378-2456
In July 2018, Massachusetts signed H. 4640 – also called the “grand bargain” – into law, which included implementation of a state-mandated paid family and medical leave program starting January 1, 2021. To prepare for rollout of this program, employers were required to provide their workforce notice of the new leave by May 31, 2019. The Massachusetts Department of Paid Family and Medical Leave (PFML) recently extended two pending deadlines: (1) written notice to employees of their rights under the PFML must be provided by June 30, 2019; and (2) companies can file an application for a private plan exemption up to September 20, 2019. The PFML program is funded through an employee payroll tax with a supplementary amount paid by employers.
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New Mexico: What’s New in New Mexico? A Lot of Employment Laws
/0 Comments/in HR Alerts /by ManagEaseAPPLIES TO
All Employers with NM Employees
EFFECTIVE
June 14, 2019 (Unless otherwise noted)
QUESTIONS?
Contact HR On-Call
(888) 378-2456
New Mexico employers, brace yourselves: new employment laws are coming. The state legislature has enacted a flurry of new laws that affect employment practices, covering a variety of areas like gender-neutral bathrooms, unions, health benefits, medical marijuana, and leave time. Below is a summary of key provisions in these legislative updates. Unless otherwise noted, all provisions will take effect on June 14, 2019.
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New York, NY: New Sexual Harassment Prevention Training Video and FAQs Now Available
/0 Comments/in HR Alerts /by ManagEaseAPPLIES TO
All Private Employers with New York City, NY Employees
EFFECTIVE
April 1, 2019
QUESTIONS?
Contact HR On-Call
(888) 378-2456
Last summer, the New York City mayor signed a packet of bills into law that greatly expanded employee protections and employer responsibilities with regard to sexual harassment prevention. Among these bills was a new requirement to provide sexual harassment training to employees incorporating specified topics on an annual basis. Training must be completed by December 31, 2019, although New York state regulations also contain a training requirement that must be fulfilled by October 9, 2019.
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Tennessee: Employers Must Implement an Anti-Bullying Policy IMMEDIATELY
/0 Comments/in HR Alerts /by ManagEaseAPPLIES TO
All Employers with TN Employees
EFFECTIVE
April 23, 2019
QUESTIONS?
Contact HR On-Call
(888) 378-2456
HB 856 amended the Healthy Workplace Act to allow private employers to shield themselves from abusive conduct claims. Specifically, if an employer adopts the model Abusive Conduct Prevention Policy, then the employer is immune from suit for any employee’s abusive conduct that results in negligent or intentional infliction of mental anguish. Employers should note that this immunity does not change the personal liability of an employee for any abusive conduct in the workplace.
Employers should immediately implement the model policy or equivalent to avoid potential exposure. However, note that this immunity only applies to abusive conduct claims made under Tennessee law; it does not shield employers from claims made pursuant to federal law.
Action Items
Disclaimer: This document is designed to provide general information and guidance concerning employment-related issues. It is presented with the understanding that ManagEase is not engaged in rendering any legal opinions. If a legal opinion is needed, please contact the services of your own legal adviser.
© 2019 ManagEase
Dallas, TX: All Employers Are Required to Implement Paid Sick Leave
/0 Comments/in HR Alerts /by ManagEaseAPPLIES TO
All Employers with Dallas, TX Employees
EFFECTIVE
August 1, 2019
QUESTIONS?
Contact HR On-Call
(888) 378-2456
Beginning August 1, 2019, Dallas employers with six or more employees will be required to provide paid sick leave (PSL) to employees; employers’ with five or less employees will be required to comply with the new rules beginning August 1, 2021.
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May Updates
/0 Comments/in HR Alerts /by ManagEaseAPPLIES TO
Varies
EFFECTIVE
Varies
QUESTIONS?
Contact HR On-Call
(888) 378-2456
Read more
NLRB Update: Dress Code, Cell Phones, and Media Statements, Oh My!
/0 Comments/in HR Alerts /by ManagEaseAPPLIES TO
All Employers Subject to the NLRA
EFFECTIVE
March 14, 2019
QUESTIONS?
Contact HR On-Call
(888) 378-2456
On March 14, 2019, the National Labor Relations Board (NLRB) released an advice memorandum dated July 31, 2018, providing insight on numerous topics.
Action Items
Disclaimer: This document is designed to provide general information and guidance concerning employment-related issues. It is presented with the understanding that ManagEase is not engaged in rendering any legal opinions. If a legal opinion is needed, please contact the services of your own legal adviser.
© 2019 ManagEase