While the majority of employers across the U.S. are not required to drug test their employees, many private companies have the right to conduct drug testing as part of their hiring process.
Having an effective drug testing program in place can help create a safer and more productive workplace for everyone. Unfortunately, there are some common mistakes employers make when implementing an employee drug testing program that can lead to legal trouble. \
Here are a few of the most frequent mistakes employers make: Read more…
You might have read about it in a book. Maybe you know somebody that knows somebody else that saw it once.
My guess, though, is that you haven’t seen it with your own eyes.
Of course, we aren’t talking about unicorns, leprechauns or the Loch Ness Monster. We’re talking about full participation in a performance review cycle. Read more…
The Work Opportunity Tax Credit (WOTC) provides income tax incentives to any business for hiring workers that the U.S. Department of Labor has determined to have significant barriers to employment. ‘
Individual hires who make an employer eligible to capture the credit include veterans, those on temporary financial assistance, and residents of certain geographic zones (See the full and updated list here). This federal program is available to all income tax-paying employers in all 50 states, Puerto Rico and the U.S. Virgin Islands, meaning employers have equal access to tax credits, regardless of location.
WOTC offers federal tax credits ranging from $2,400 to $9,600 per eligible employee. Read more…
By Eric B. Meyer
ADA and Burger King?!? Has someone been eating too many Whoppers?
Actually, the inspiration for this post comes from Seattle attorney Michael Harrington, who presented The Wild, the Weird and the Wonderful FMLA/ADAAA Cases…And the Lessons for Employers! with me yesterday at the 2015 Employer Compliance Conference in Washington, D.C..
(If you want a copy of our PPT, please email me. I got you.) Read more…
Last week, the New York City Council passed a bill that makes it unlawful for employers to request or use a job applicant’s credit history for employment purposes as part of their background screening practices.
Intro Bill 261-A amends the City’s Human Rights Law to make it an unlawful discriminatory practice for an employer to use an individual’s consumer credit history in making employment decisions. The bill is expected to be signed by Mayor Bill DeBlasio and will be effective 120 days following approval.
The City Council created a limited set of exemptions for sensitive positions (see below), however it’s worth noting that these exemptions are much more narrow than those provided in similar state laws. Read more…
Editor’s Note: Weekly Wrap is off on assignment. It will return shortly.
Employee absenteeism is more than just an inconvenience – it’s costly to employers.
Of course, all employees will get sick and need time off from work occasionally.
Employee attendance, however, is often affected by issues unrelated to illness. Chronic absenteeism can be caused by a number of factors, including poor management, high stress, and low employee morale. Read more…
Editor’s Note: Readers sometimes ask about past TLNT articles, so every Friday we republish a Classic TLNT post.
As managers, at some point we all encounter an employee who frustrates us and drains the life and energy out of the team.
When you are in this situation with someone, you know it in your heart that you should act, particularly when they really annoy you. But, you don’t act right away because you second guess yourself, and you keep thinking, “they really do some things very well — sometimes…” Read more…
We can all agree that it’s not easy managing human resources in any size organization.
Employer regulations at the state and federal level are only increasing, the workforce is becoming more dynamic, the expectations on supervisors and managers is more complex, and most businesses are trying to do more with less.
These reasons make it easy to understand why mistakes can happen in the world of HR management. Read more…
By Eric B. Meyer
Let’s start this post off with a disclaimer:
I’m going to address travel time under the Fair Labor Standards Act. Many of you folks live in crazy states, like New York, that have more lenient state versions of the FLSA.
I’m not giving any advice about state laws or local laws. Heck, I’m not giving any legal advice at all. The blog’s general disclaimer applies with equal force to this post. Read more…
By Eric B. Meyer
Happy Monday, everyone.
Glad to see I didn’t break some of your content filters on Friday with my filthy NLRB post. But, hey, just another day in the interesting life of an employment lawyer/HR professional, right?
Today, I bring you a very simple lesson, courtesy of the Philadelphia-based Third U.S. Circuit Court of Appeals, from right here in my backyard. Read more…