Michael Elkon’s article “How Do You Handle Bring Your Own Device Policies?” was featured in Voluntary Benefits Magazine on September 4, 2014.
Bring Your Own Device (BYOD) situations are increasingly common in the American workplace. Employees like to use their own devices because doing so makes them free to do work on their own schedules and at the places of their choosing. Additionally, employees often prefer to use their own devices because they can personalize the devices to meet their personal taste and work style. Likewise, many employers like their employees using the employees’ own devices, both because studies have shown increased employee satisfaction from using their own devices and also because employees can be more productive (and more reachable during off-hours) when their own devices are used for work purposes. Furthermore, an employer can save money by having employees use their own devices rather than company-issued equipment.
In the article, Michael discusses the numerous legal issues that companies could potentially face if they do not manage their BYOD policies. He then provides the following solutions to address these dilemmas:
Have technology in place to protect company information. Think through the company’s critical information and take steps to protect it. Make clear that employees cannot misuse the employer’s computer system. Pay for the employee’s cell phone. Employ tight exit procedures for departing employees. Require the contemporaneous reporting of time worked. Prohibit the use of devices when driving. Extend litigation hold notices to personal devices. Please visit Voluntary Benefits Magazine to read the full article.
Lorie Maring’s article “Offering a Worksite Clinic? It’s not Just HIPAA You Need to Worry About” was featured in Corporate Wellness Magazine on September 3, 2014.
Howard Mavity’s article “‘Boys Will Be Boys’ Isn’t a Defense” was featured in the September Issue of the CE Risk Management magazine.
Labor lawyers often hear, “that just won’t work in the real world” and are accused of being impractical, especially regarding civility and professionalism in the workplace. “People cuss, people tease, language has changed, snark is in. Do you want a frigid workplace? Lighten up.” The fact is, these things make employment law claims more likely.
In the article, Howard examines common factors that contribute to harassment, discrimination and retaliation claims in the workplace. Some of these factors include:
- Workers now share more personal information, but are more sensitive to real or perceived slights.
- “Bullying” behavior won’t be tolerated; nor should it.
- Social media has multiplied the opportunities to hurt or offend others, while simultaneously contributed to employees sharing unprofessional personal matters at work.
- More harassment and hostile environment claims are raised based on race and national origin than gender.
To adapt to these common changes in the work place, Howard provides employers with the following advice:
- Commit to actively demanding “professionalism” and “good judgment” from employees.
- Set an example and demand more from employees.
- Connect customer service with workplace behavior.
- Train supervisors to catch teasing and horseplay before it goes too far.
- Explain in a straightforward fashion the ways that social media can cause trouble.
Randy Coffey’s article “OSHA’s New Focus on Temp Workers” was featured in the September Issue of Thinking Bigger Business.
Chris Boman’s article “Understanding Heat Illness Prevention Laws” was featured in the September Issue of Landscape and Irrigation.
The article focused on a new California law that requires most employers whose employees work outdoors to implement a written Heat Illness Prevention Plan that references cool down periods. Effective January 1, 2014, California employers are now required to pay a premium of an hour’s pay for failing to provide or denying non-exempt employees what has become official known as a “recovery period.”
As shifting privacy lines allow employers to reach further and further into employee conduct, it is increasingly important for employers to know their legal limits. Many employees will question the legality of increased employer monitoring of off-site conduct, especially when employees are off-duty. Such monitoring may include the use of Global Positioning System tracking and video surveillance as well as reprimanding employees for things like speeding tickets. These practices may be within employers’ legal rights, but managers need to be aware of what is and is not permissible from a legal perspective.
Crain's Chicago Business published the article "Bullying is bad, but so is this anti-bullying bill" by Jay Hux on August 27, 2014
Have you ever scheduled an early-shift employee to cover for a late-shift employee who has just taken medical leave? The covering employee probably was not excited to have to work that extra shift. While the logistics of employee schedules can be difficult, it can be even more burdensome (and more important) to handle the employee’s medical leave appropriately and in accordance with the law.
Sue Schaecher's article "Viewpoint: Colorado's New Wage Law Puts Teeth In Unpaid Wages Enforcement" was published by the Denver Business Journal.
Sandy Feingert's article "Make sure your beneficiary designations are heir tight" was published by the New Orleans City Business on August 22, 2014.
Christopher Boman’s article “Tis the Season … to Hire Smarter” was featured on Chain Store Age on August 21, 2014.
As the holiday season approaches, many retailers will ramp up their staff to accommodate the increase in customers and other operational demands. However, in today’s era of widespread employment litigation, employers must be even more conscientious of the legal liabilities and practical consequences they face during this time of year.
The article describes the thoughtful and ethical contributions of Warren Bennis to business theory, leadership and the question of "what things matter the most?"
Suhaill Morales article "Executive Order Expands Protections of Federal Workers" was posted on Daily Business Review on August 18, 2014.
Ed Foulke’s article “How to Prepare for and Prevent Workplace Violence” was featured in Risk Management Magazine on August 18, 2014.
Workplace violence and shootings are all too frequent. It’s extremely difficult to handle an active shooting scenario as it is occurring without prior preparation, which is why it’s so critical for every employer to develop a crisis management action plan.
In the article, Ed discusses the importance of implementing policies and procedures to greatly reduce the potential of a workplace violence occurring.
Ed provides employers with 12 things they can do to prepare for and hopefully prevent any type of workplace violence.
- As part of the company’s action plan to handle workplace violence, the employer should adopt and publicize a zero tolerance policy regarding threats, harassment and violence in the workplace.
- The employer should update and review its employment application, as well as any pre-employment background checks and interview procedures, to identify signs of potential problem applicants. The EEOC has placed limits on criminal background checks that can be conducted on applicants, and employers should seek legal counsel to ensure that any background investigation meets all applicable federal and state laws.
- The employer should prepare and use release forms for personnel records from previous employers, course transcripts from educational institutions, certification records from training and professional organizations, and credit reports from consumer credit reporting agencies.
- The employer should update its personnel policies and employee handbook to include safety policies dealing with violence in the workplace, including any type of verbal or physical harassment and any type of physical altercations.
- For employers using temporary employees, the employer should review with its temporary employee provider the procedures being used to screen their temporary employees for potential workplace violence problems prior to placement of those employees at the employer’s worksite.
- The employer should conduct periodic security audits and risk assessments at its facility. The security audit should determine whether there is adequate security at the facility, including access control in reception areas, parking areas, common areas, stairwells, cafeterias and lounges.
- Each facility should prepare and distribute contact lists of all local emergency agencies and law enforcement.
- The action plan should include the selection and training of management officials in conflict resolution and non-violent techniques for handling hostage, hijacking, crisis incidents and counseling situations. This is particularly important in situations involving termination of employment where, at a minimum, two management employees should be present during any type of employment action.
- As part of the company’s overall management safety and health training, the employer should instruct all managers and supervisors in how to identify and deal with early warning signs and potential safety problems associated with workplace violence as discussed above.
- The employer should identify and publicize any internal or external employee assistance programs, employee support services and health care resources available to employees and their families. For small- and medium-sized employers that do not have a separate employee assistance program, many local and state assistance programs are available, and the employer should identify those resources and provide that information to employees who may need that assistance.
- The employer should institute policies to investigate all threats and complaints of harassment and violence immediately. This would mean designating company officials and/or office staff to handle all threats and complaints in a confidential manner. It is critical that such investigations be conducted quickly and the appropriate action, including disciplinary action, is implemented as soon as possible. In most cases, during this investigation, the employee in question will be escorted from the building by company security or the local police and will not be allowed to return until the investigation into the incident has been completed.
- The company should review and publicize the company-wide procedures in place, as well as the company management officials responsible for handling any employees’ problems, complaints and concerns involving threats, harassment and actual violence.
John Thompson's article "Not Paying Employees On Time? It’s Considered an FLSA Violation" featured on TLNT explains how important it is for employers to pay their employees timely wages and they should not assume that "close enough is good enough
Suzanne Bogdan's guest post for The Edvocate entitled "Who’s On Your Campus? Have You Checked The Sex-Offender List Lately?" was featured on August 14, 2014.
Construction Executive featured Tracy Moon's article "How To Avoid Legal Claims When Monitoring Employee Activities" on August 14, 2014.
Rick Grimaldi and Lori Armstrong Halber created an article entitled “Labor and Employment Law Developments For Manufactures” for Region's Business.
Manufacturing costs continue to rise and government regulatory and enforcement initiatives are contributing to a reluctance of businesses to expand.
Two cases brought by the U.S. Equal Employment Opportunity Commission (“EEOC”), the federal agency charged with enforcing discrimination laws, illustrate that agency’s focus on company-wide policies or standards. One involves “English-only” rules and the other criminal background checks.
To read the full article, please visit Region's Business.
Hagood Tighe's article "Should I have my employees sign an arbitration agreement?" was featured on the August 11, 2014 Southern Newspaper Publishers Association Ask the Expert column.
In January, the IRS implemented new guidelines for tips and service charges. Employers must understand the guidelines to effectively manage employees and avoid lawsuits.
Jeff Mandel's article "5 ways to prevent workplace bullying" was featured in the August 7, 2014 Orlando Business Journal
Bob Christenson's article "As Same-Sex Marriage Gains Ground, Employers Must Keep Up" was featured August 7, 2014 on Corporate Compliance Insights.
Just one day after the U.S. Supreme Court issued its controversial decision in Burwell v. Hobby Lobby, upholding the religious rights of closely held, for-profit employers to refuse to include certain contraceptives in their health plans, the court set the stage for fireworks next summer.
Howard Mavity’s article “The Pragmatic Lawyer’s View of Building a Safety Culture” was featured on Safety Outlook on August 5, 2014.
A few weeks ago, the Supreme Court issued its much-anticipated decision in two recent cases brought by companies challenging provisions of the 2010 Patient Protection and Affordable Care Act (the “ACA”). The regulations in question require employers with 50 or more employees to provide medical insurance coverage for 20 specific methods of birth control approved of by the Food and Drug Administration.
Danielle Urban's article "Overseas Work Assignments: Three Tips To Protect Employees" was published in the July 2014 edition of Workforce Magazine.
Several employment-related laws in the Lone Star State are as unique as Texas. Take workers' compensation, for example. Texas is the only state that permits employers to opt out of worker’s comp in favor of common law tort rules with respect to personal injury.
The San Diego Daily Transcript featured Brooke Tabshouri's article "Are your interns really employees?" on July 29, 2014.
In the July 23, 2014, Orlando Business Journal article, Jeff Mandel writes about 5 after-work activities that could result in a pink slip to employees.
Bob Christenson wrote an article for Employee Benefit News on July 22, 2014 where he discusses the impact of the Halbig decision on Obamacare.
Shayna Balch was a guest blogger for the Phoenix Business Journal on July 22, 2014.
In the article, Shayna provides tips on avoiding company outings from turning into an HR disaster. Shayne suggests to minimize the risk that an injury sustained during an offsite activity is reportable, you should consider:
Making participation in the activities completely voluntaryHolding the activities at locations where the employees would not be expected to carry out any work-related duties or activitiesOffering the activities on days when the employees are not normally scheduled to work, or either before or after the employees' normal working hours
Nearly every employer has enforced written policies regulating conduct at the workplace. However, few have taken the time to think about effective and lawful policies that regulate employee behavior after hours and outside the workplace.
Rick Grimaldi and Lori Armstrong Halber created an article entitled “Could New Regulations Impact the City’s Hospitality Sector?” for Region's Business.
A variety of federal and local issues have the potential to cause restaurant owners unanticipated problems.
Long gone are the days in Philadelphia when a piece of fish, a baked potato and a sprig of parsley at Old Original Bookbinder’s was considered a gourmet meal. Not that the history of that storied restaurant should be disclaimed. However, in the last twenty or so years, Philadelphia has seen a boom in new restaurants. Steaks to tapas delight the palates of everyday people and gourmands alike. One could argue that the restaurant and hospitality industry largely contributed to the Center City renaissance. Will it continue? Market saturation and a sluggish economy are always concerns, but what about new regulations and legislation that threaten to slow the momentum?
To read the full article, please visit Region's Business.
As the global market grows seemingly smaller, more and more companies are expanding their reach around the world.
- Technology And Your Employees: How Snapchat, Texting and Instagram Are Transforming the Modern Workplace7.9.14
Kytle Frye's article "Same-Sex Benefits Are Here To Stay: Are Your Retirement Plans In Compliance?" was featured on HR.BLR.com on July 9, 2014.
In a healthcare environment, one likely expects professionalism, great employee relations and few, if any, employment law issues. In many cases, those assumptions are correct.