PER Human Resources – May 2021

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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!

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New Mandatory Reporter Law

The Child Abuse and Neglect Reporting Act was passed in 1980, which created mandated reporting for people other than just doctors for the first time. Anyone who is a mandated reporter is required to report acts and omissions constituting physical abuse, sexual abuse, willful cruelty or unjustified punishment, unlawful corporal punishment or injury, and neglect.

On January 1, 2021, and effective immediately, California passed AB 1963, greatly expanding who is considered a mandated reporter. The new law makes HR employees and front-line supervisors mandated reporters. These changes will affect thousands of new businesses.

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Question: What is the best way to interview an applicant?

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7ccdcf21 aa63 47aa ab88 5985faa95ee8FEDERAL UPDATES
Court Holds that Federal Disability Discrimination Law Does Not Require Websites Be AccessibleCovid-19 Vaccinations and Time Off from Work

California Supplemental Paid Sick Leave Law and Web-Based Tool

Updated: California Lactation Accommodation

Indiana Enacts Pregnancy Accommodation Law

Medical Marijuana Expenses Held Reimbursable In New Jersey Workers’ Compensation Case

New Recreational Marijuana Laws in New Mexico and Virginia

New Recreational Marijuana Laws in New Mexico and Virginia

Virginia Expands Disability Discrimination Protections

Washington Amends its Paid Family and Medical Leave Act

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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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