Staying informed is the key.
Organizations of all sizes face the daily challenge of complying with federal, state and local laws. More and more organizations indicate that maintaining compliance with regulations and reporting requirements is a driver for their organizational strategies.
No matter what approach your company takes to maintaining compliance, it all starts with knowing the rules. Only by staying on top of the ever-changing regulatory landscape can an organization hope to create, implement and maintain an effective compliance program. We've assembled some articles and answers to prominent regulation questions that are prevalent concern in the world of workforce management.
During a 401k audit, there are some things you need to be aware of. Four emerging potential trouble spots are becoming a greater focus at the Department of Labor (DOL). One involves self-directed brokerage accounts, or "brokerage windows," that allow participants to purchase individual securities. The DOL worries that participants with limited investing experience will jump on the hottest stock or market sector at its high-water mark, watch it tank, then sell at the bottom.
If an employee puts in their notice, can we let them go that day instead of keeping them for the full notice period?
Unless there is a contract or agreement to the contrary, employers are under no obligation to keep an employee on during their resignation notice period or to provide them with compensation for the duration of that period. However, there are a couple of issues to consider before accepting an employee's resignation early.
How do we calculate whether we’re covered under FMLA?
To be covered under current FMLA rules, private sector employers need to employ 50 or more employees for at least 20 calendar workweeks in the current or preceding calendar year. The 20 calendar workweeks do not need to be consecutive.
As with other terms or conditions of employment, employers should not allow any discrimination concerning benefits such as health care or pension. Nevertheless, under certain limited and otherwise justifiable circumstances, an employer can make certain decisions based on age or disability. Here are three employee benefits discrimination issues that employers should be aware of:
Job descriptions are not required by law, but they’re certainly great to have and serve several purposes. Often, the responsibility for writing and organizing job descriptions falls to the human resources team. Here are three points to keep in mind.
The Workplace Safety Program Mistake You Don't Want to Make
Some employers try to create a safe workplace by rewarding employees when there are no work-related injuries. This is a mistake. While you certainly want to motivate employees to follow your safety procedures, you do not want to incentivize employees to hide injuries and accidents—or to refrain from filing a claim. Encouraging “no injuries” tells employees that they should downplay their injuries or keep them quiet. It may be well-meaning, but it’s still a form of pressure that exposes you to liability and increases the chances of repeated injuries. And it doesn’t make you safer.
Workplace Evacuation Plans: How Prepared is Your Organization?
Many organizations dedicate minimal time, if any, to evacuation and workplace safety, unless they are engaged in a high risk industry. The mindset of “it will never happen to me”, or “that could never possibly happen here!” is a common reason for inadequate disaster and evacuation plans.