What if an employer interested in improving the health of its employees—and reducing its health insurance premiums—could slap a device on workers to show statistics on physical fitness? Not only could the people participating in an employer-sponsored wellness program track their own progress, the employer also could see just how hard participants in its program work.
Sounds simple and, indeed, with the proliferation of wearable activity trackers, it’s easy to collect a wealth of information. It may not be so simple, though, to avoid legal problems.
Employers have long used paid vacation policies as a compensation benefit and a means of enhancing employee productivity. To keep pace in a competitive hiring market, many start-ups offer employees the right to take “unlimited” paid vacation. While “unlimited vacation” policies do offer certain benefits, the law on such policies is currently undeveloped, and employers must pay careful attention to implementation and administration to minimize legal risks.
Human resources professionals know well the mantra: Document, document, document. But just writing things down isn’t enough. HR needs to recognize and avoid common documentation mistakes.
Susan G. Fentin, a partner with the Skoler, Abbott & Presser, P.C. law firm in Springfield, Massachusetts, recently outlined common mistakes as part of a Business & Legal Resources webinar titled Defensible Employment Documentation: How to Build a Wall and Minimize Legal Risks.
No employer wants impaired workers on the job, and most take steps intended to prevent drugs and alcohol from causing harm. But despite carefully considered policies, problems often occur. Statistics reported in the June 2 Wall Street Journal are giving employers more to worry about.
Statistics from Quest Diagnostics Inc., a major administer of workplace drug tests, show that the number of U.S. workers testing positive for drugs increased slightly from 2013 to 2014. Drug use was indicated in 3.9 percent of the 9.1 million urine tests the company conducted for employers in 2014. That’s up from 3.7 percent in 2013. Before 2013, positive tests had dropped almost every year for 24 years, according to the Journal report.
by Elaine Young
In 2013, Senator Orrin Hatch (R-Utah) was part of the group that drafted and passed a comprehensive immigration bill in the Senate. The bill later fizzled out in the House of Representatives. This year, Senator Hatch introduced the Immigration Innovation Act of 2015, which addresses one aspect of comprehensive immigration reform—increasing the number of high-skilled worker visas, referred to as H-1B visas. The bill is commonly known as the “I-Squared Act.”
Questions regarding the Family and Medical Leave Act (FMLA) can get tricky. For example, if an employee is off work because of a medical condition, can the employer start the FMLA clock ticking even if the employee doesn’t want his time off counted against his FMLA leave allotment?
Willful blindness is a legal term that means there is information you could and should know but have elected not to know. Deliberate indifference and contrived ignorance also are used to describe the phenomenon. Unfortunately, there is a great deal of willful blindness in the world today. Willful blindness causes the downfall of an organization’s leadership and culture. Here are some examples of willful blindness: Continue Reading »
Few dispute the importance of developing a workforce full of well-trained employees. But no matter how carefully workers are recruited and hired, most employers realize not everybody lands in a new job with all the skills and knowledge the employer desires. And certainly longtime employees can’t be expected to stay on top of their game without at least periodic training.
So the task of keeping employees well-trained is top of mind for many employers, and it’s often the human resources department that’s responsible for making the necessary training happen. A recent survey from Business and Legal Resources shows that HR is involved in various facets of training, including deciding the content and format of employer programs and how to allocate training dollars.