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The World Health Organization has declared the 2019 Novel Coronavirus outbreak a public health emergency of international concern. There are now over 7,500 confirmed cases of the coronavirus reported globally. There are three confirmed cases in Canada with many more possible cases being investigated.
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The World Health Organization has declared the 2019 Novel Coronavirus outbreak a public health emergency of international concern. There are now over 7,500 confirmed cases of the coronavirus reported globally. There are three confirmed cases in Canada with many more possible cases being investigated.
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No business is invulnerable where sexual harassment in the workplace is concerned. Federal, as well as state and local laws prohibit workplace harassment. However, some laws apply to employers who meet certain employee thresholds.
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Now that the New Year’s confetti has been cleared away and the new decade has begun, it’s time for employers to consider making resolutions to improve their workplaces.
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Employers paid out a record $68.2 million to those alleging sexual harassment violations through the EEOC in 2019, shattering the all-time record by over $10 million and reminding us all that the #MeToo movement continues to be a major influence on workplaces across the country.
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We’re in the midst of one of the tightest labor markets in 50 years with an unemployment rate of 3.5%. These larger issues have had a significant impact on compliance, with changing dynamics posing significant, new challenges for employers.
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The gravity of the cybersecurity challenges made national news when on October 2, 2019, the FBI issued a high-impact cyber-attack warning in response to attacks on state and local government targets.
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The New Year brings new laws for Illinois employers. Some laws go into effect this Summer, while others are effective since January. For employers who have not yet revised handbooks, policies and agreements, the time is now. Below is a brief summary of the new laws.
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A recent ruling by the U.S. Court of Appeals for the Fifth Circuit in Texas v US does not have any immediate effect on the Affordable Care Act (ACA) or on how it operates.
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