This year has had its fill of changes, from the pandemic and its effects on how we conduct business to schools going virtual, to families staying indoors with seemingly no end. 2020 has gone by in a flash and with it, a list of labor law changes have come into effect. Be sure to take a look below and make sure your posters are still in compliance. Three important

December is officially here and for most of us, that means wrapping up projects, sending out reports, and lastly, taking some time off for the holiday and New Year. If you’re responsible for maintaining your company’s labor law poster’s give yourself the gift of compliance! Our 1-Year Compliance Plan offers 12-months of automatic poster updates sent directly to your place of business anytime a mandatory change occurs. What does this

Businesses are starting to reopen, but are they also opening themselves up to liability? As employers begin to welcome employees back there is widespread concern that employers may face lawsuits if employees are exposed to COVID-19 in the workplace.     While companies are primarily concerned with providing a safe environment for customers and employees, it is unclear what that means in the context of a contagious virus that seems

For the first time in U.S. history, the federal government has granted employees of certain private employers and government employees paid sick leave. The Families First Coronavirus Response Act (FFCRA) gives employees up to two weeks of paid sick leave and extends the leave provided under the Family and Medical Leave Act (FMLA). The provisions of the new laws are complex, but here’s what you need to know. What the

Reopening the economy: it’s a simple phrase that belies the difficulties that lie ahead. Yet, for many employers, the phrase oversimplifies the complexities they face as they figure out how to safely bring their employees back to the workplace.   Although it may not yet be clear when you’ll be able to reopen your workplace, now is the time for your organization to put together a strategy for reopening rather

Separation anxiety: the coronavirus pandemic has given this phrase a whole new meaning. Instead of stressing out when we’re apart, we now have to worry about being together. And, over the years, the workplace has become a place where individual spaces are few and far between the prevalence of shared workspaces, common areas, and open office plans make it challenging for employees to keep their distance from each other. As

Consider a manager calling to reschedule a meeting, a delivery driver phoning for the next dispatch, or a salesperson texting their spouse while driving to an appointment, and it’s easy to see how often distracted driving occurs while “acting in the scope of employment,” a key criterion that has been broadly construed in cases involving distracted drivers using their cell phones.   The Breakdown Even if the employee is off

It’s time for employers in Illinois and Nevada to update their employment policies to reflect the new state marijuana laws that went into effect in January 2020. Here is a breakdown of the laws, their impact on employers, and the policy revisions that may be needed as a result of the new laws.   Illinois Cannabis Regulation and Tax Act Recreational drug use is now legal in Illinois under the

Signed into law March 18, 2020, the new Families First Coronavirus Response Act will apply from the effective date through December 31. The Department of Labor’s (DOL) Wage and Hour Division (WHD) have provided further interpretation, of the Families First Coronavirus Response Act (FFCRA or Act), advising only certain employers are required to provide employees with the leave for specified reasons related to COVID-19.  “When facing challenges such as this current

Last week, on March 18, 2020, President Trump signed the Families First Coronavirus Response Act (FFCRA) into law. The new bill expands employee coverage under the Family Medical Leave Act (FMLA) and provides Emergency Paid Sick Leave. Since the signing of the bill, the Department of Labor (DOL) has provided further interpretation and guidance for employers, which is now available on their website. If you are unsure of your status