As regular readers of our employment law blog know, we try to keep readers apprised of developments in federal and state employment laws and policies. New Jersey recently enacted an omnibus law that all employers should be aware of. The measure expands employee benefits in several key areas, including unpaid family leave, temporary paid family leave insurance and domestic or sexual violence safety leave.
The Trump administration promised to make federal agencies friendlier toward businesses and employers, and some progress has been made on that goal. Recently, the Department of Labor has taken steps to encourage assisted, voluntary compliance with wage and hour laws.
If your company has been considering offering paid family and medical leave, now may be the time to act. According to the IRS, the Tax Cuts and Jobs Act established a tax credit for businesses that offer such leave under a compliant policy. Even better, that credit can be taken in 2018, as long as you put a compliant policy in place before Dec. 31 and make it retroactive.
It has been over 50 years since the passage of Title VII of the Civil Rights Act of 1964, but some companies are still running into trouble. Employers are finding themselves liable for discrimination when they treat men and women differently in promotion decisions. Employers can limit their liability for discrimination by adopting objective standards that apply equally to each gender.
In 2017, employee turnover within the restaurant industry was 73 percent. At the Hot Chicken Takeover chain in Columbus, Ohio, that rate is only 39 percent. The difference could be that Hot Chicken Takeover earns employees' loyalty by giving people with complicated work histories or criminal records a real chance at getting a job. The chain is part of the fair chance hiring movement.
If your company works with independent contractors, you may be concerned about the recent litigation surrounding the issue. With the "gig economy" a growing factor in the American economy, workers have been asking courts to rule that they are legally employees rather than contractors.
This past spring was big for followers of progressive political philosophy. The governor signed into law several measures that all New Jersey employers need to heed. This post looks at them both with the goal of encouraging employers to act for the protection of business interests.
At one time or another, we've all been subjected to a dull, seemingly pointless anti-sexual harassment training. Maybe the moderator simply read every word of the slides aloud. Maybe the information was so obvious that it felt like a waste of everybody's time. Maybe what was obvious was that HR had a compliance goal to meet.
With the growth of the "sharing economy," businesses are having to deal with a number of new questions. When taking quick trips on the company dime, should employees hail a taxi or grab a Lyft? When traveling for business, can they book with Airbnb or should they stick with traditional hotels?
It may go without saying, but being fired from a job can be a demoralizing experience for an employee, even while an employer had valid reasons for terminating employment. Despite this, disgruntled employees may believe that personality conflicts or benign mistakes may give rise to legal remedies.