PER Human Resources – February 2020

February 2020
Want to know the latest buzz in the HR arena?  Professional Employer Resources has a world of information in our newsletter. Not only is it fun, it's resourceful! Including, important changes to federal and state employment practices. Eighty five percent (85%) of all employment lawsuits can be prevented!

Protecting Pregnant Employees from Themselves - I Can Do That, Right?

Brenda has been working as a construction worker for 10 years installing drywall. When she found out she was pregnant, she was hesitant to tell her employer and knew it was only a matter of time before her co-workers would notice she was pregnant and not just gaining weight. After telling her boss, he said she had to go on leave, immediately. "But, why? I've never felt better," Brenda responded. "Because I don't want to be responsible for you or your unborn child being hurt," he replied. * (*These incidents are based on real cases. Names and other details have been changed.)
HR Myth The HR world has no shortage of myths regarding what employers can and can't do. Here is one we frequently see: Myth: If an employee exceeds an employer's policy on the maximum number of absences, the employer can discipline the employee, regardless of the reason for the absence. Learn the Facts
FEDERAL UPDATES New Case: Employees Don't Need to Request "FMLA" Leave to be Protected U.S Department of Labor announces update to the Fair Labor Standards Act - Regular Rate of Pay STATE UPDATES California California Employers: Additional Flexible Spending Account Notices Now Required District of Columbia: DC Employers Must Post Notice of Paid Family Leave by February 1, 2020 Massachusetts: Massachusetts: Think Your Employees Are Exempt from Premium Pay on Sundays? Maybe Not New Jersey: New Jersey Expands Medical Marijuana Protections New York: New York State Salary History Ban Guidance - Eliminating Pay Inequalities Between Men, Women, and Minorities

Copyright © 2020 ePlace Solutions, Inc., All rights reserved. This information is provided by ePlace Solutions, Inc. which is solely responsible for its content. ePlace Solutions, Inc. is not engaged in rendering legal or other professional services. Federal and state laws are more complex than presented here. This information is simplified for the sake of brevity and is not a substitute for legal advice. ePlace Solutions, Inc. disclaims any liability, loss or risk incurred as a consequence, directly or indirectly, of the use and application of any of the contents of this information.

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