Almost every HR professional deals with an attorney. With strong relationships, sometimes you will refer to the lawyer as your lawyer. Not so fast. Here are 6 recommendations to keep in mind when you deal with “the” lawyer:
Under federal and state laws (most or all), employers can have voluntary retirement programs. Of course, there is much litigation on whether and when an employee’s decision to retire is truly voluntary.
New workplace laws on minimum wage, paid sick leave, criminal background investigations and more are popping up all the time—and they don't always take effect at the beginning of a new year. HR professionals need to communicate these changes with their workforce as the laws become effective, but how often should you revise your employee handbook? Employment attorneys told SHRM Online that the answer depends on a few factors.
Federal and state legal developments over the last year brought a lot of changes that impact workplace policies and procedures, making it critical for companies to review their handbooks for compliance.
"2016 was the busiest year I can recall in this regard," said Elaine Diedrich, an attorney with Littler in Pittsburgh.
On a scale of 1-10, how would you rate your organization’s employee handbook?
On November 30, @shrmnextchat chatted with employment attorney Jonathan Segal @jonathan_hr_law about The Holidays: Maximizing the Joy and Minimizing the Risk.
In case you missed this fun and informative chat filled with great ideas for how HR to handle the Holidays, you can read all the tweets here:
You are an exhausted HR professional charged with making the holidays lively without inviting lawsuits. On the day of your company’s holiday party, you walk into the lobby of your building and see the elegant Christmas pine that you had helped decorate. As you behold it in its twinkling glory, a co-worker says, “That tree is inappropriate in the workplace.”
A reader emailed me yesterday.
“Hey Eric, Clients are wondering about value of settlement NDAs after ex-Fox News HWE victims go public despite contracts. Your reaction?”
Wait! You mean employees actually violate confidentiality provisions?
I know, right?
I have to admit it, I am a quiet political junkie, so when SHRM Governmental Affairs Director Mike Aitken telephoned to ask the Pennsylvania State Council of SHRM to host an event in Philadelphia during the Democratic National Convention, it was very easy to say yes. I was going to Philly! You see, I was an Alternate PA Delegate for Hillary Clinton in 2008 and attended the DNC in Denver, CO. Running as a delegate was not easy, it required obtaining ov
In just a few days, I will be heading to Cleveland and Philadelphia, host cities for this year’s Republican National Convention (RNC) and Democratic National Convention (DNC), to carry the message that employment-based immigration reform is one key to strengthening America’s economic future.
In just a few days, hundreds of delegates will assemble in Cleveland for the Republican National Convention. SHRM and our strategic affiliate, the Council for Global Immigration (CFGI), will be there. We will also be at the Democratic Convention the week after in Philadelphia when they nominate their candidate for the White House.
Jeff Ranen’s inbox filled up fast when a new California law opened the door to holding company executives personally liable for wage and hour violations. “I got a lot of panicked e-mails from clients,” said Ranen, a partner in the Los Angeles office of Lewis Brisbois Bisgaard & Smith.
On May 18, @shrmnextchat chatted with Jonathan Segal (@Jonathan_HR_Law) and Jon Heuvel (@JonHeuvel) about U.S. vs. U.K. Employment Law - A "Pond" of Difference.
In case you missed this informative chat, you can read all the tweets here: