With the publication of a proposed overtime rule expected very soon, employers must be ready for the change, which includes a potential overhaul of their HR policies and procedures.

DOL Fact Sheet #13 lists factors that distinguish independent contractors from employees under the Fair Labor Standards Act (FLSA), including the degree of initiative and judgment exercised by the contractor, and whether the contractor has an independent business organization and operation.

As employers continue to review their post-Covid-19 policies and procedures, companies are changing bereavement policies in response to employee needs.

A federal bill that would decriminalize cannabis use has been approved by the U.S. House of Representatives for the second time. However, the bill’s fate in the Senate is still unclear. If the proposed bill is signed into law, the Act would resolve conflicts between federal and state law that has continued to cause confusion for employers. However, state laws on medical and recreational marijuana use would still vary.

2022 is off and running. Below are some critical dates that every employer should be aware of. All employers should confer with their CPA, Attorney and/or Financial Advisor in order to ensure they are in compliance.

In 2022, HR compliance is not longer an option. With the government on a federal and state level [EEOC, OCR, DOJ, HHS, OSHA, HIPAA, Etc.] becoming more and more aggressive on their audits and civil/criminal penalties, employers must stay in compliance, as risk is no longer an alternative. Below is a list of items that every employer and HR professional must be aware of.

Having and distributing an employee handbook is a required HR compliance practice. Not only will a well-written handbook introduce employees to your organization’s culture, mission and values, but it will also clearly define what’s expected of employees and what they can expect from your company.

The Occupational Safety and Health Administration (OSHA) announced a proposed rule March 28 that would remove one electronic reporting requirement while adding others for high-hazard industries.

Beginning May 1, employers will no longer be able to accept expired identity documents when verifying an employee’s work eligibility on Form I-9.

Eligible spouses of executives, managers and other professional staff who transfer within their company from abroad to an office in the U.S. will begin to receive special notices to be used as evidence of employment authorization.