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PER Human Resources – November 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!

Handling COVID-19 Positive Cases in the Workplace

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?

Get the Answers

 

STATE UPDATES
California:
California Changes Restrictions on Using Criminal Records in Employment Decisions

California Requires COVID-19 Workplace Exposure Notice and Reporting

Maryland:
Maryland Employers Cannot Prohibit Employees From Discussing Wages

Pennsylvania:
Pennsylvania Increases Salary Threshold For Exempt Employees; Amends Duties Tests

Wisconsin:
Wisconsin Amends Separation Notice Requirements

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.

 

PER Human Resources – October 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!

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?

Read on to learn our HR Professionals advice.

Ask The Expert

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?

Get the Answers

 

FEDERAL UPDATES
Are Your Employees Still on Furlough? READ THIS

CDC Issues Guidance to Reduce Potential COVID-19-Related Workplace Violence

Is a Mandatory COVID-19 Vaccination Policy the Right Move for Your Business?

STATE UPDATES
Califonia:
Amendments to California’s Independent Contractor Test

California Employers – Sexual Harassment Training Deadline January 1

CFRA Applies to Employers with 5+ Employees, NAPL is Repealed

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.

 

PER Human Resources – September 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!

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?

Read on to learn our HR Professionals advice.

Myth:Employees must specifically ask for a “reasonable accommodation” for a disability.

Learn More

 

FEDERAL UPDATES
U.S. Department of Labor Announced Telework Pay Guidance

STATE UPDATES
Georgia:
Georgia Requires All Employers to Provide Lactation Breaks

Kansas:
The Kansas Act Against Discrimination Prohibits LGBTQ Discrimination

Maryland:
Maryland Restaurant Employers Required to Provide Wage Statements to Tipped Employees

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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Wanda and Gerald - Owners - Law Firm - Greater Orlando Area

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