Posts Tagged Employment Law
The 2016 SHRM Employment Law & Legislative Conference is fast approaching! Whether you’re a first-timer or a veteran attendee, there will be something for everyone at this year’s event–from the anticipated wide-ranging changes to the FLSA overtime regulations, to implementation of the Affordable Care Act, to impactful advocacy engagement.
Sometimes clients ask me relative to gender:
1. Would it be gender discrimination if we do X?
2. Does the law require that we do Y?
Of course, we need to start with the legal imperative. But, as HR professionals, we know we must transcend the legal imperative and focus on the business necessity (and moral obligation) to ensure gender equality.
Using that Loss to Help Assess and Manage Your Risk with Potential Workplace Claims
People are funny.
Here’s an example of a common question and the funny corresponding uncommon exchange.
Client: “Rue, if there is a state law and a federal law, how do I know which one applies to us?”
Me: “Both apply.”
Client: “Well which one do I comply with?”
Me: “You must comply with both.”
Client: “How can I comply with two laws at the same time?”
A round up of workplace developments and legal trends to help keep HR ahead of the curve
It’s another new year in the HR universe and with every passing year, change is to be expected. People make resolutions, companies pivot and balance sheets get a new lease on life. 2016 is no different, but what will that change look like in the workplace this year? If the last two weeks are any indication, it’s sure to be a pretty interesting year.
Sixteen years ago, in my role as a congressional staffer, I had the opportunity to attend President Bill Clinton’s final State of the Union (SOTU) address before a Joint Session of Congress.
While I had tuned into plenty of SOTU addresses before, it was an entirely different experience being in the House Chamber and witnessing the pomp and circumstance of this tradition that dates back to 1790. Definitely an experience I will never forget.
As we all know, in EEO termination claims, how we treat the "comparators" is critical. Two (2) key questions:
1. Did you let anyone else go for a same or similar reason?
2. Did you not let someone else go even though they had engaged in same or similar conduct?
What do you do if you have an inconsistent practice historically?
It’s almost 2016.
State Employment Laws Every Virginia Employer Should Know
Are the Kim Davises of the World Protected by Law?
Mass.: First Workplace Medical Marijuana Lawsuit Filed
California Legislature Completes its Work for 2015
Chicago Police Officers' Overtime Lawsuit Has Wide Repercussions
Are LinkedIn Parties Legal?
Target Will Pay $2.8M Over Employment Tests
A manager has an open position. He will need to work closely with the new hire.
Alan applies for the job. The manager truly loathes him. I could say it softer but that is the reality.
Alan has all the requisite skill, education and experience. But the sound of Alan’s voice makes the manager’s skin crawl.
Based on his intense dislike for Alan, the manager does not want to interview him, let alone promote him. What do you do?
Employing Minors Requires Attention to Laws