Like previous years, 2023 was filled with significant developments in employment law. Here are some of the critical updates: National Labor Relations Board (NLRB) Developments Recent NLRB rulings have impacted employee communication policies.
As the year draws to a close, Human Resources professionals are gearing up for a crucial phase in their annual calendar: Year-End Activities. While it may sound like routine paperwork, these activities play a pivotal role in ensuring compliance, transparency, and employee satisfaction.
The Fair Credit Reporting Act (FCRA) is a federal law enacted to promote the accuracy, fairness, and privacy of consumer information contained in the files of consumer reporting agencies. Compliance with the FCRA is crucial for organizations, especially within human resources (HR), to ensure that employment decisions are based on accurate and lawful data.
Engaging independent contractors provides employers with the ability to adapt to varying staffing needs and tap into specialized expertise. Unlike traditional employees, independent contractors operate their own businesses, determine their schedules, juggle various tasks, and typically work independently without direct oversight.
The employee handbook is not just a set of rules, but a crucial tool for any organization. It serves as the cornerstone for establishing clear workplace norms and expectations, guiding employees through your company's policies, culture, and values.
Employers and human resources professionals must navigate the complexities of employee contracts. These documents not only formalize the employment relationship but also outline the expectations and responsibilities of both parties.
Working from home has become a norm in today's business environment, offering flexibility and increased productivity. However, it also brings unique challenges, particularly in ensuring compliance with labor laws and regulations and managing remote teams.
EEOC: Final Guidance on Workplace Harassment On April 29, 2024, the U.S.
Human resource audits prevent legal and regulatory issues from an organization's HR policies and practices. These audits spotlight potential legal risks and they assess how a company's HR strategies compare to industry benchmarks.
