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The ‘return-to-office’ process isn’t going to be an easy one. On one hand, people are on edge as the Delta variant of the Coronavirus wrecks havoc in the U.S. On the other, the increasing social unrest is causing several employees to have a second thought on whether to start using public space.
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As vaccination rates climb and states increasingly ease Covid-19 restrictions, employers are faced with the difficult task of charting a course that protects the safety and health of their employees, customers and clients while setting the organization up for success after a difficult year.
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For most companies, the HR team is the gatekeeper to promoting workplace diversity, equity, and inclusion. It all starts with the hiring process: Recruit diverse candidates, conduct unbiased interviews, hire the most qualified person.
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With many companies operating at reduced capacities and employees seeking increased flexibility in the wake of the Covid-19 pandemic, hybrid working models are fast becoming the norm – not the exception.
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As legitimate unemployment compensation claims have spiked in the wake of the Covid-19 pandemic, so too have fraudulent ones. Recently, Maryland’s Department of Labor announced that the state has detected over 508,000 new, potentially fraudulent unemployment claims since May 1, 2021.
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Last year has seen big changes in the workplace for LGBTQ employees. First, there was the United States Supreme Court’s decision in Bostock v. Clayton County, which interpreted Title VII as protecting gay and transgender employees from discrimination.
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We do not often have good news to report for Pennsylvania employers. The complexities associated with the employment laws, and the costs of non-compliance, continue to increase for employers seemingly with each passing year.
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I have blogged many times about cases where relatively small amounts of compensation, bonus type compensation, are not included when an employer calculates the regular rate for overtime and a class action ensues.
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Suppose you work at or own, a staffing agency. Your company provides contingent workers “temps” to companies looking to, well, temporarily, augment their workforce. Maybe your client has specific preferences as to who it hires.
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