Warren Cook BS, MBA, MS, SHRM-certified of SymbianceHR will be presenting the webinar Risk Management of Employment Practices, on July 24th at 12 noon ET. Here he discusses the ROI of human resources compliance: Historically, HR was viewed as an expense center, and in recent years HR is beginning to be viewed as a valued
Employees that abuse drugs in the workplace cause major disruptions due to their lack of productivity, poor performance, potential for work place injuries and their negative impact on other employees. In developing and enforcing an effective drug testing policy, compliance with applicable federal and state laws should be a high priority to avoid unnecessary legal
The Equal Employment Opportunity Commission (EEOC) has been scrutinizing the policies of healthcare providers recently. As the federal agency responsible for enforcing federal employment discrimination laws, healthcare providers with outdated policies and/or practices may find themselves in hot water. Here are the some of the most recent cases the EEOC has initiated: EEOC v.
Sheba Vine, JD, CPCO, talks about Qualifying Events that Trigger COBRA Benefits. COBRA is a federal law and is short for the Consolidated Omnibus Budget Reconciliation Act of 1985. COBRA applies to employers with 20 or more employees that offer group health plans. COBRA provides the right to continue coverage in an employer
Healthcare providers have enough documentation to keep track of when it comes to patients and their medical records. But retaining employment related documents is equally important. There are various laws that govern recordkeeping. To complicate matters retention periods are not uniform and vary depending on the type of document. Use the following table to
First Healthcare Compliance hosted an informative webinar, “Best Practices for Employee Handbooks” with Allyson Britton DiRocco, Esq. of Morris James, LLP. To get helpful tips regarding the content of Employee Handbooks, click here to view the webinar. For employers and employees, Allyson provides the latest update to the Fair Labor Standards Act Overtime Exemption Rule
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on marijuana drug testing, employers need a clear understanding to avoid the legal ramifications that can be caused by outdated drug testing policies.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