Last week, the National Association of Attorneys General (NAAG) sent a letter to leaders in Congress, urging the passage of legislation that would prohibit mandatory arbitration of workplace sexual harassment claims. In the letter, 56 attorneys general of the United States, the District of Columbia, Puerto Rico, the Northern Mariana Islands, American Samoa, Guam, and the Virgin Islands called on Congress to allow victims of workplace sexual harassment claims to have their days in court and be afforded the “procedural and substantive due process” that comes with proceeding with a lawsuit. Continue Reading Attorneys General Support Ending Arbitration of Workplace Sexual Harassment Claims
Apparently believing that employers are not capable of considering employees’ requests for reasonable accommodation on their own, the New York City Council has decided to dictate how those requests should be handled. Continue Reading NYC Council Obligates Employers to Engage in “Cooperative Dialogue” for Reasonable Accommodation Requests
Not surprisingly, most states require employers to pay employees any earned “wages” within a certain period of time after their employment ends. Many states, including Massachusetts and Connecticut, the time period to pay outstanding wages depends on how the employment relationship ends. Continue Reading What Is A “Wage”?
The Labor & Employment landscape continues to change and present compliance challenges. These seminars will focus on hot topics in 2018 and will include:
- 2018 Updates & Trends to Watch
- Harassment in the Workplace
- Developments in Immigration Policies Affecting Employers
- Marijuana in the Workplace
Harassment in the workplace is a common complaint of employees, and creates a liability for your business. The key to the prevention of unlawful harassment in the workplace is training. In this program we will review the law regarding unlawful harassment, as well as best practices to address it and minimize legal liability. These sessions will be conducted by attorneys with years of experience in training and dealing with complaints of harassment.
This program satisfies Connecticut’s mandate that all supervisors in companies with 50 or more employees receive sexual harassment prevention training. This training is required in Connecticut and recommended in Massachusetts. Continue Reading Coming Soon! Workplace Harassment Prevention Training in New Haven & Hartford
The National Labor Relations Board has always been known to be a political agency. However, the political nature of the Board has been heightened in the last several decades.
With the appointment of a republican majority to the Board and a republican nominated General Counsel, the Board has acted swiftly to reverse the trend of the Obama Board. Just last week, the Board reversed several decisions issued by the Obama Board. Continue Reading The Pendulum Swings at the NLRB
It is critical that organizations have a plan of action in place to manage operations during natural disasters in order to keep business going and disruptions to a minimum. In addition to preparing and implementing a disaster plan, it is important for business owners and human resource professionals to be aware of the employment laws that may be implicated as a result of these disasters. We will review possible steps in managing disasters in the workplace and discuss the employment law and wage and hour issues that arise when employees are prevented from working as a result of natural disaster. Continue Reading Labor & Employment Webinar: HR’s Role in Natural Disasters
Allegations of sexual harassment and misconduct against business leaders, politicians and artists, have become a front page staple of newspapers across the country. Many are shocked by the allegations and claim to wonder how they could have stayed secret for so long. Despite the numerous cases of sexual harassment filed each year in courts throughout the country, rendering the allegations a matter of public record, a bipartisan group in Congress is blaming the increased use of nonpublic arbitrations for keeping allegations quiet. As a result, they seek passage of a bill intended to prohibit sexual harassment and gender discrimination cases from being resolved privately in arbitration. Continue Reading Mainstream Recognition of Sexual Harassment Prompts Bill Prohibiting Arbitration
Recently it seems that we are constantly learning about another high profile individual who has allegedly engaged in sexual misconduct/harassment in the workplace. These disclosures beg the question of how prevalent is sexual (or other forms of unlawful) harassment in our workplaces. It is easy to believe that for every high profile individual who has misbehaved, there are countless of other employees who have similarly misbehaved. Moreover, many of the recent disclosures suggest that the employer in question knew or had reason to know of the alleged misconduct, which had occurred over an extended period, but failed to take any prior action. So what should organizations do now? Continue Reading How Prevalent is Harassment in Organizations?
The holidays are a perfect time to celebrate everyone’s contributions over the past year and to prepare to start the new year. They reinforce the company culture and may increase employee engagement. But if an employer is not careful, holiday parties can also create legal liability. Continue Reading Webinar Recording: Tips for a Merrier Office Holiday Party