- Keeping the Ball in Your Court: Creating Allies in Your Workforce to Minimize OSHA Inspections, Citations, and Penalties10.29.09
- Preparing for Pandemic Influenza: Re-Thinking Employee Health & Wellness Before a Crisis Affects Your Workplace10.29.09
An influenza pandemic could have a major effect on the economy and all areas of commerce and employment. Business planning for pandemic influenza is essential to minimize a pandemic's impact. In the event of an influenza pandemic, employers will play a critical role in protecting employees' health, safety, and overall well-being.
Halloween is not just for children anymore. Over the last few years, the number of employers allowing employees to wear costumes to work in celebration of Halloween appears to be increasing and, in some cases, this has even been embraced by the general public.
More than a year ago, then-President George W. Bush signed the Americans with Disabilities Amendments Act (ADAA) to provide greater protection to the disabled in the United States, as well as to readjust the balance between employer and employee interests. The original ADA focused on the individual's disability and contained a specific definition of disability.
It's no surprise that in today's tough economic climate many employers are cutting back on holiday celebrations. And while business owners intend to thank employees for the year's hard work, they often disregard the liabilities involved in throwing a company bash for their staff.
Despite the recession, the holiday season will undoubtedly be the busiest time of year for retailers - providing them with the opportunity to gain some profitable momentum as the year comes to an end. Many retail companies will rely upon short-term staffers to help them get through the craziness of the holiday shopping season.
As of Nov. 21, employers are required to comply with yet another law that restricts disclosure of employee health information. The new law will join others already on the books that require HR leaders to exercise discretion and vigilance when it comes to dispersing and safeguarding such information. However, a few misconceptions about medical-privacy laws and the workplace need to be clarified.
Although the Employee Free Choice Act has gotten most of the attention, it is not the only pro-labor legislative proposal that warrants scrutiny.
One such initiative, the Patriot Corporations of America Act of 2009, deserves particular focus because it would greatly increase the success of union-organizing drives.
Presenting some troubling scenarios for nursing supervisors, the state's "Safe Hospital Staffing Act" took effect earlier this month. Among other things, the new law prohibits hospitals from requiring nurses to work mandatory overtime.
Companies need to wake up to the threat of "e-trade secrets" theft, and the recent high-profile cases involving UBS Financial Services and Goldman Sachs Group Inc. are sounding the alarm.
Planning a holiday party? Every year about 2 out of 3 companies celebrate the holiday season with their employees. I am not saying to be a Scrooge, but beware. Anticipating and planning in advance for the most common party related problems can drastically reduce possible problems from blossoming into full fledge catastrophes.
Autumn has arrived in San Diego. The nights are cool and the Chargers are hot. Unfortunately, for an ever-growing segment of your workforce, football season is one of the most distracting periods of the year.
The Occupational Safety Health (OSH) Act of 1970 requires every employer to furnish a safe place of employment and to comply with all applicable workplace safety standards.
Government health officials predict millions of Americans will contract the novel H1N1 flu virus, commonly called the Swine Flu.
There has been lot of talk in the media and in political circles about the Employee Free Choice Act, or EFCA. Much has been made of EFCA's card-check provision, which would eliminate the secret ballot in union elections.
In their highly-scrutinized, time-sensitive business, contractors must often "plan for the worst, but hope for the best."
Organized labor's membership in the private sector has plummeted to 7.8 percent, an all time low. To address this problem, unions have turned to an aggressive legislative agenda designed to tilt the scales in their favor.
The repercussions of poor hiring decisions go beyond tarnishing a contractor's reputation with customers and the public. Selecting the wrong person for a job can decrease productivity and company morale, leaving fellow employees to wonder why they're required to pull more than their fair share of the weight. Bad hires also exact an inordinate share of management time and are more likely to file—or cause—costly and time-consuming lawsuits.
Want 2 chat about Gen Y? About 80 million have joined the American workforce. These text-happy youngsters, born after 1980, present new challenges for employers. One of these is the Generation Y mindset that they are one-person enterprises entitled to sell their work experience, and the proprietary information they can gather, to the next highest bidder. R u worried about protecting your assets?
The Lilly Ledbetter Fair Pay (the Act) specifically amends and applies to Title VII of the Civil Rights Act, the Americans with Disabilities Act, and the Age Discrimination in Employment Act.
As the Occupational Safety and Health Administration (OSHA) ramps up investigations and citation efforts and Congress considers the Protecting American Workers' Act—which, as currently drafted, would increase penalties and provide for more rigorous fatality (or serious injury) investigations—it is important for contractors to review OSHA compliance efforts and develop a plan for effectively managing an OSHA inspection.
With Congress debating the Employee Free Choice Act and the secret ballot option for employers and employees in jeopardy, it is important for business owners and managers to understand the labor laws that organizers use in order to campaign for unionization.
Even a lawfully worded rule can result in an unfair labor practice finding if it is overbroad, implemented after the onset of union activity, or applied inconsistently against union supporters. Enforcing lawful confidentiality, no-solicitation and no-distribution rules can be very helpful to the employer, but only if your institution is willing and able to enforce the rules consistently.
It can't be much of a surprise to anyone that General Motors has followed Chrysler into bankruptcy. The move was rumored for weeks, and it was probably overdue by more than a year.
The current economic downturn and the resulting loss of jobs has many individuals seeking alternative employment. For some, this may mean simply looking for new work in the same industry.
Beginning April 3, 2009, employers were required to start using a revised Form I-9 to verify the employment authorization and identity of employees. The new Form I-9 carries with it some new requirements, including the prohibition of accepting expired documents and changes to the list of documents that are acceptable for the I-9 verification process. The U.S. Citizenship and Immigration Services (USCIS) updated the Form I-9 in accordance with the U.S. Department of Homeland Security's recent interim final rule and with the goal of increasing the security of the employment verification process.
"He should pick a woman!" "Yeah, but it should be a woman of color!" "No, we've never had a Hispanic on the court — it's our turn!"
Health experts have long warned that the question is not whether we will have a pandemic, but when one will strike. Now, world governments and health organizations are closely monitoring outbreaks of swine flue which reportedly has killed hundreds and sickened thousands. What is an employer response?