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Effective January 1, 2019, employers in California with 5 or more employees (or independent contractors) must provide sexualharassmenttraining to all employees (SB 1343). The deadline for compliance with initial training is January 1, 2020. Employers must then provide the training every 2 years.
Legal Eagle While an HR representative should never take the place of actual legal counsel, of all the folks in the office, they should have the best understanding of employmentlaws in your company! To make sense of the way that children grow and develop, theorist Erik Erikson identified a series of stages of psychosocial development.
1 in the state of Illinois, the Workplace Transparency Act mandates workplace sexualharassmenttraining for public and private organizations with more than 15 employees. Illinois is the sixth state in the last few years to create and pass a bill that would require workplace sexualharassmenttraining.
Governor Jerry Brown signed several key employmentlaw bills that businesses need to be aware of for the coming year. With a few strokes of his pen on September 30th, 2018, the last day to sign or veto bills, Governor Jerry Brown altered the landscape for California employers in a number of significant ways. Senate Bills.
Employers need to be aware of a few significant new 2020employmentlaws that may affect their daily business operations, policies and employees. Some new laws make significant changes while others make smaller changes to existing law. Superior Court of Los Angeles.
As soon as you master an employmentlaw in one jurisdiction, another one pops up. Fortunately, there are key steps employers can take to stay on top of evolving labor legislation—starting with a basic, four-pronged strategy for maintaining daily HR compliance. 1, 2020, or will do so later this year. Advertisement.
In addition, employers have to contend with a state legislature that has been quite active of over the past several years. They also have to content with a regulator, the California Industrial Welfare Commission, whose regulations have the force of law. Ignoring complaints has led to expensive legal actions for employers.
This article is a recap of a recent webinar featuring Kate Bischoff from tHRive Law & Consulting. Employmentlaw changes tend to come in waves, driven by public perceptions of what’s fair for workers. The proposed changes would not impact the duties test and, if passed, and would likely not take effect until early 2020.
Our latest white paper answers all your questions about the new harassment prevention training requirements. You’ve all heard the news that California employers with five or more employees located anywhere must now provide sexualharassment prevention training to all employees — not just supervisors, as was the previous law.
Arbitration agreements, Roberts explains, generally mean that an employee waives their right to pursue any lawsuit in court, and instead would have claims against their employer (or former employer) heard by a single arbitrator. AB 51 conflicts with federal law, specifically the FAA, Saad points out. Over the years, the U.S.
Under the EEO laws, it is prohibited to punish job candidates or employees “for asserting their rights to be free from employment discrimination, including harassment.” resisting sexual advances or intervening to protect others. resisting sexual advances or intervening to protect others.
With the infamous 2020 in the rearview mirror — hopefully along with the unprecedented challenges that accompanied it — HR professionals are hoping for a less chaotic year. HR professionals are well equipped to handle the new employmentlaws going into effect this year. HR teams everywhere answered the call. Paid Leave.
The Governor signed “clean up” legislation to help clarify training deadlines for employers. As you may remember, on January 1, 2019, a new California law went into effect that made substantial changes to mandatory sexualharassment prevention training. EmployerTraining Deadlines.
Do you have the same compliance concerns as the employers in this survey? Over the past year, employers’ compliance challenges increased significantly thanks to both an uptick in federal employmentlaw enforcement, and the growing “patchwork” of state and local requirements, according to the 2019 Littler Annual Employer Survey.
Stay tuned to HRWatchdog in 2020! They offer an overview of the most pressing questions HR professionals had in 2019 as well as the major updates and clarifications on confusing topics for California employers. New Required Poster for California Employers Starting April 1. HarassmentTraining Deadline Extended, Clarified.
Equal Employment Opportunity Commission’s publicly accessible website ( here ). Continuing to build strong partnerships with employer and advocacy groups. From The Employer Handbook : I’m focusing on the fourth bullet point. And the EEOC last updated its policy guidance on sexualharassment in 1990.
Each month, CUPA-HR General Counsel Ira Shepard provides an overview of some labor and employmentlaw cases and regulatory actions with implications for the higher ed workplace. Louis University (2020 BL 208100, E. Louis University for defamation following her dismissal for cause. 4:19-cv-3166, 6/4/20)).
More than 35 industry professionals from hospitals, healthcare systems, pharmaceutical companies, and more gathered at this yearly meeting to discuss current and emerging challenges, discuss best practices, learn from industry thought leaders, and network with peers. “This helps us continuously evolve and innovate.
Read on to learn about insubordination in the workplace – including examples of this behavior, the difference between insubordination and insolence, and how to deal with insubordination. Insubordination in the workplace is when an employee refuses to carry out their employer’s legal and reasonable order. The employee accepts the order.
The new calendar year always rings in some employmentlaw changes, and 2021 is no different. All these employmentlaw changes are effective Jan. Federal employmentlaw changes in 2021. There are three employmentlaw changes at the federal level that may affect your organization.
Online Workplace HarassmentTraining for Employees. Teach and train employees through immersive interactive online scenarios. Enable employees to practice the skills of what they should do to contribute to a harassment-free culture versus a more traditional focus on what not to do.
As we pass the midpoint of 2024, it’s essential to stay informed about the latest developments in employmentlaw. This blog post will provide an overview of key areas of focus for the Equal Employment Opportunity Commission (EEOC) and recent Supreme Court decisions, as well as emerging trends in state law. City of St.
Do you need to know how sexualharassment prevention legislation will affect your business? A new legislative landscape and a desire to stay out of a potential harassment spotlight are forcing employers to rethink their sexualharassment prevention strategy. What is SexualHarassment at Work?
On March 3, 2022, President Biden signed into law the Ending Forced Arbitration of Sexual Assault and SexualHarassment Act of 2021 (the Act), which amends the Federal Arbitration Act (FAA) to make pre-dispute arbitration agreements and class action waivers invalid and unenforceable for claims of sexualharassment or sexual assault.
Employee Handbooks in 2020: The Definitive Guide. Make training and enforcement easier. Secondly, it’s critical for more than new hire training. Terms of employment. Paid Time Off (PTO). Similarly, companies that trained their hiring managers on illegal interview questions avoided lawsuits. Discipline.
On February 21, 2023, the National Labor Relations Board (NLRB) issued an important decision that may affect employers’ use of confidentiality and non-disparagement clauses in severance agreements. In McLaren , an employer offered severance agreements to some employees who were furloughed. Non-Disclosure.
In keeping with the new year theme, today’s podcast includes two new “sleeper laws” that took effect on Jan. These laws have not been highly publicized or spoken about frequently in the news, yet are still important for employers to know. Prior to a new law that took effect on Jan. SB 30: Domestic Partnership.
Each month, CUPA-HR General Counsel Ira Shepard provides an overview of several labor and employmentlaw cases and regulatory actions with implications for the higher ed workplace. The graduate student fled the country for France in December 2020 and has not returned. Heres the latest from Ira. 21-cv-00564, 11/3/22)).
Equal Employment Opportunity Commission (EEOC) investigates and enforces the nation’s federal equal employment opportunity workplace laws. The laws forbid discrimination based on several legally protected factors, including: Age (40 or older). Sex (including pregnancy, gender identity, and sexual orientation).
Each year, California employers are faced with the task of keeping up with a whole new round of labor laws and regulations, most of them courtesy of the state legislature. This article discusses some of the more significant employmentlaw changes over the past several months, many with an effective date of July 1, 2017.
HR professionals must now navigate a labyrinth of laws and regulations that govern everything from labor standards to digital workspaces. This comprehensive guide aims to shed light on key areas of change in HR laws and regulations that every HR professional should be aware of. Changes in labor laws 1.
A comprehensive legal and HR compliance update is absolutely essential for keeping up with ever-changing laws and regulations. Start 2020 confident you can field questions from supervisors, employees, and corporate leadership. Here’s what you need to know about employmentlaw changes to stay ahead of the curve.
According to the Economic Policy Institute, the option to sue employers isn’t currently available to more than 60 million workers in the United States due to something called forced arbitration. This works by including an arbitration clause in employment contracts. One would think so, but that’s not always the case.
Every new year brings new employmentlaws, and 2020 is no different. There are some big changes employers need to know about at the federal, state and local levels. There’s more to the white-collar exemption than minimum pay , but the minimum salary change is what employers must know to be compliant as of Jan.
The COVID-19 pandemic was still challenging for the California Legislature, but that didn’t stop it from sending several hundred bills to the Governor, many of which impact California employers. Here’s a quick look at some of the new employmentlaws that employers should be aware of.
What happens if a customer complains that the sexual orientation of your employee makes them feel uncomfortable? Zarda the Supreme Court ruled that firing the instructor constituted employment discrimination. But what about sexual orientation and gender identity? In June 2020, the U.S. The answer is no.
In a recent webinar with former Equal Employment Opportunity Commission (EEOC) Commissioner Keith Sonderling , HireLogic discussed the organization’s stance on AI use in HR, as well as the opportunities and challenges AI presents in the hiring process. Discrimination claims are increasing. “When the U.S. “When the U.S.
Maybe, I should write about how the new administration may impact employmentlaw. I mean, what other employment lawyer/blogger would think to do that? So, since no one else in the entire world will be writing about this topic today, keep it here as I share five ways in which employmentlaw could change over the next four years.
Each month, CUPA-HR General Counsel Ira Shepard provides an overview of several labor and employmentlaw cases and regulatory actions with implications for the higher ed workplace. Learn more. Heres the latest from Ira. We will follow developments as these regulations ultimately wind their way to finalization. 15-14, 6/2/22)).
Each month, CUPA-HR General Counsel Ira Shepard provides an overview of several labor and employmentlaw cases and regulatory actions with implications for the higher ed workplace. Supreme Court decision outlawing workplace discrimination on the basis of sexual orientation and gender identity. Heres the latest from Ira.
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