The growing trend in marijuana laws have presented a unique challenge for employers— the conflict between federal and state laws leave most employers in a daze. Given that some states place restrictions on marijuana drug testing, employers need a clear understanding to avoid the legal ramifications that can be caused by outdated drug testing policies.
The Family and Medical Leave Act (FMLA) provides employees with unpaid, job-protected leave for specified family and medical reasons. View our infographic to gain a better understanding of this law. https://www.dol.gov/whd/regs/compliance/whdfs28.htm https://www.dol.gov/whd/fmla/survey/FMLA_Survey_factsheet.pdf https://www.dol.gov/asp/evaluation/fmla/FMLA-2012-Executive-Summary.pdf http://www.hrmorning.com/wait-there-are-how-many-people-on-fmla-leave/
The Fair Labor Standards Act (FLSA), is the federal wage law that requires, among other things, employers to pay federal minimum wage and overtime compensation for workers that do not meet an exemption. On May 18, 2016, the Department of Labor (DOL) issued a Final Rule updating the overtime provisions of the FLSA that raised
On May 13, 2016, the Department of Health and Human Services issued the final rule implementing Section 1557, which prohibits discrimination on the basis of race, color, national origin, sex, age, or disability in certain health programs or activities. The final rule went into effect on July 18, 2016. To help you better understand how you can
On May 18, 2016, the Department of Labor (DOL) issued a Final Rule updating the FLSA’s overtime provisions to double the salary threshold from $23,660 to $47,476. This means that employers will need to be prepared before the rule goes into effect December 1, 2016. We've compiled an infographic to highlight the important changes.
The Fair Labor Standards Act (FLSA), is the federal wage law that requires, among other things, employers to pay federal minimum wage and overtime compensation for workers that do not meet an exemption. On May 18, 2016, the Department of Labor (DOL) issued a Final Rule updating the FLSA’s overtime provisions to double the salary
On May 17, 2016, the Equal Employment Opportunity Commission (EEOC) issued final rules that describe how the Americans with Disabilities Act (ADA) and the Genetic Information Nondiscrimination Act (GINA) apply to employer wellness programs that request health information from employees. The ADA and GINA provide important safeguards for health information in order to protect employees
When a healthcare entity is the target of a government investigation or audit, it is the Compliance Officer who is responsible for leading the response to, and coordinating and tracking all steps and details of the challenging and unnerving process. In responding appropriately to such government requests or contacts, it is important to not only
Federal anti-discrimination laws are an evolving beast and the Equal Employer Opportunity Commission (EEOC), the agency charged with enforcing these laws, has made it a priority in recent years to ensure that the law evolves to include protections for lesbian, gay, bisexual, and transgender (LGBT) individuals. Currently, under the main federal anti-discrimination law affecting employers
Healthcare providers faced with poor employee performance have a number of options in terms of discipline and depending on whether the provider has a progressive discipline policy that must be followed. Different forms of discipline may include counseling, verbal warnings, written warnings, demotion, suspension, probation and termination. One tool providers can use to address continuing performance deficiencies involves managing performance