For the first time since 1983, the feds have issued comprehensive guidance on how employers are required to treat pregnant employees.
As new Family and Medical Leave Act rules kick in, a prominent employment law attorney offers some suggestions about how the feds should fix the law that’s driven HR pros crazy since 1993.
Could this state’s new law be the start of a nationwide trend?
Should companies be forced to provide paid sick leave? The results of a new report suggest there are two good reasons to implement the proposed requirement: It would improve employee health and disease prevention.
Mandatory PTO for sick employees has quietly become a big issue in upcoming elections. Where does your state stand on the idea?
Does your company offer employees paid sick leave or a paid time off bank? If not, you may be forced to in the near future.
It’s said that in matters of employment law, California legislation often indicates what the future holds for the rest of the country. That’s why HR pros everywhere probably should become familiar with a new sick leave statute that was just voted into law in the Golden State.
When employees take sick days, how much information can the company get to make sure the time off is being used the right way?
Work this one out with your Payroll people: How would you compensate employees with property — in this case, a cemetery plot?
It looked as if the move to mandate paid sick leave was dead in Washington. Now, it has gained new life via some creative legislative proposals.
It’s official. Connecticut is the first state to pass legislation mandating paid sick leave for employees.
The opioid crisis has invaded the majority of workplaces, and for HR pros, controlling this growing problem can seem like an impossible task. In this guest post, Ian Cook, head of workforce solutions at Visier, offers three critical steps HR should be taking to deal with the opioid crisis.
The Democrats may have lost the war during the midterm elections, but they did manage wins in two key battles. Those battles were for a higher minimum wage and paid sick leave.
One way companies help curtail FMLA abuse: Hold employees on medical leave to the same absence policies as everyone else. But is that legal?
When an employee requests time off because of something as serious as a cancer diagnosis, 99% of the time the person will be telling the truth about their situation. But as a recent case shows, if a manager has even an inkling that something’s amiss, it pays to take a closer look.
HR pros may want to take a closer look at their employee handbook — and ASAP.
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