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!
Implement an Employee Complaint Hotline and Update Your Handbook Now
The employee complaint intake process is a critical part of an employer’s efforts to address misconduct. Your employee should connect to a live person on every call and you should be immediately notified about the complaint so you can address the issue before it festers into a claim!
Once a complaint hotline is implemented, be sure to update your employee handbook complaint reporting procedure with the hotline number.
Myth: If federal, state, and local laws conflict on an issue, the employer gets to choose which one to follow.
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.
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!
Welcome to 2021! New Year,
New Laws – Get Informed
Congratulations on making it through 2020 and navigating the employer minefield that is COVID. Running a business during a pandemic is not for the faint of heart. While we are beginning to see a twinkling of light starting to glow at the end of the pandemic tunnel (perhaps?), employers once again have a host of new employment laws that come with the ushering of a new year.
Read on to be sure you are up to date in your state!
Q: Was the Families First Coronavirus Response Act (FFCRA) extended when the federal government signed the Coronavirus Relief Bill?
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.
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!
Can You Make Your Workplace COVID-Free and Safe by Requiring Employees to Vaccinate?
Employers across the nation are considering whether they can make their workplaces COVID-free and safe by requiring employees to be vaccinated. Requiring employees to get certain vaccines is standard in some industries, such as the healthcare sector. However, whether it is right for your business necessitates careful consideration of issues, including whether you could be liable for adverse side effects.
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.
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!
Employers must ensure they take all necessary steps to protect the identity of any employee who has tested positive for the coronavirus. Various laws protect against the release of this information. Thus, while employers should inform any affected coworkers of their possible exposure in the workplace, they should not reveal the identity of the employee(s) who tested positive.
Use our Responding to a Positive Coronavirus (COVID-19) Test Checklist and Contact Tracing in the Workplace Form to assist with properly handling the situation.
Read on and download these important tools for your workplace.
Ask The Expert
Q: I have an employee who tested positive for COVID-19. I don’t want to violate the employee’s privacy rights but need to alert other employees and third parties about their potential exposure. What am I able to tell these other employees and third parties?
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.
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!
Employees Exhausted COVID-19 Leave Options… Now What?
Since the FFCRA went into effect on April 1, 2020, several of your employees have taken leave for various reasons, whether due to having to care for family members under isolation orders, being sick themselves, or due to having to care for their child because the child’s school or place of care was closed. What options are available to employees AND employers when FFCRA and company-provided sick leave are exhausted?
Q: My child’s school is operating on an alternate day basis. May I take paid leave under the FFCRA in these circumstances?
Q: My child’s school is giving me a choice between having my child attend in person or participate in a remote learning program. If I choose remote learning, may I take paid leave under the FFCRA in these circumstances?
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.
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!
How to Handle Employees
Refusing to Wear a Mask or
Not Wearing it Properly
Your business requires its employees to wear a mask. There is an employee who refuses to wear a mask or wears the mask without covering both the nose and mouth, thereby defeating the purpose and violating the workplace policy.
How should employers handle these employees? What if the employee claims a medical condition?
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.
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!
Requiring Employees to Quarantine After Personal Travel
Felicity, an employee, went on a pre-planned vacation midst the pandemic. Brooke, the manager, wants Felicity to quarantine away from their place of business for 14 days when she returns.*
Can Brooke make that requirement?
How does Felicity manage the financial effects of being away from work for vacation AND quarantine?
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.
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!
Jax Auto Repair is a fun and easy-going place to work. Employees work hard and they have a good time in the process. They’re often seen laughing and kidding around with one another. Sometimes, the language gets rough, but everyone knows it’s joking around, and no harm is meant.
One day, a verbal argument broke out between two employees. One employee was heard saying, My family is off limits. They’re here legally and so am I. That’s it. You’d better back off.
Recognizing the red flag, Read on to learn how the owner and HR reviewed the situation.*
(*These incidents are based on real cases. Names and other details have been changed.)
An employee who is offended by jokes, pictures, or office banter about sex, race, sexuality, religion, age, or other protected class can claim harassment, even if the jokes, pictures, or other conduct were not directed at them.
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.
Whether you have already brought some employees back to work or are just starting your planning, there are many factors to consider from workplace safety and reducing potential COVID-19 exposure, to notifying employees of their return date and changes in duties or pay, to properly handling employee requests for disability accommodations. To assist you with returning your employees back to work, we prepared a checklist with a template notice to send to employees, as well as guidance discussing key obligations employers must satisfy to ensure they are prepared to bring employees back. Access these documents below and contact our HR Professionals for additional assistance.
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.
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!
FFCRA Leave for School Closures and Child Care – What Do You Mean THAT Employee Gets It?!
Which of these employees are entitled to take Families First Coronavirus Response Act (FFCRA) leave to care for their child?
A 3rd shift employee who is home during school hours.
An employee who requests leave to care for his grilfriend’s child.
An employee working from home with a 17-year old.
An employee whose child is a disabled adult.
Answer: All of them!
Read on to understand the nuances of FFCRA leave for school closures and child care so you don’t end up getting investigated by the US Department of Labor.*
(*These incidents are based on real cases. Names and other details have been changed.)
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.