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With the #MeToo and #TimesUp movements going strong, are we heading towards a workplace revolution? While it has been brewing for a while, the last few months have brought more light upon the sexual harassment issues happening in the modern-day workplaces.
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The First Circuit Court of Appeals answers this question in her 60-page opinion, upholding a $700,000 judgment against the Providence Rhode Island Fire Department in Franchina v City of Providence. This isn’t just any harassment case. The firefighter-plaintiff is/was a woman and a lesbian. Now, you may remember that Title VII does not explicitly prohibit discrimination based on sexual orientation.
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The U.S. Equal Employment Opportunity Commission (EEOC) released its 2017 data on enforcement and litigation detailing the top 10 most frequently filed charges for the fiscal year. According to the numbers, over 84,000 workplace discrimination charges were filed with the agency during fiscal year 2017, and nearly $4 million was secured for victims. This includes victims in the private sector and workers subject to discrimination in state and local government workplaces.
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The recent and poignant worldwide conversation on sexual harassment and abuse of power has spawned a more expansive dialogue about whether consensual relationships in the workplace are acceptable.
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In one of its last acts before leaving Washington for the holiday break, Congress passed a far-reaching overhaul of the federal Tax Code. Although the benefits-related provisions of the Tax Cuts and Jobs Act (Public Law 115-97) are far less ambitious than those included in the House bill, the Act still makes a number of significant changes to the tax treatment of employee benefit plans.
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All businesses are unique and each policy impacts their operations differently. For that reason, small business support varies across many regulations, including mandatory paid family leave. Paid family leave generally offers job-protected paid time off with full or partial wage replacement to employees so they can take leave for covered reasons that may include caring for seriously ill family members, bonding with a new child, or addressing needs arising from a family member being called to active military duty.
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On February 21, the Occupational Safety and Health Administration (OSHA) issued new interim enforcement procedures, provided below, regarding failure to submit electronic injury and illness records.
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On Donald Trump’s first day as President, he vowed to fully repeal and replace the Affordable Care Act (ACA). It was a focal point of his campaign and a promise he intended to keep. One year later, the ACA is still good law, despite several attempts by the Trump Administration to eliminate it.
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Whether your team is grouped together across multiple locations or they’re working from home, and whether it’s been this way for years or you’re new to managing a dispersed workforce, it’s important to regularly evaluate what’s working and what’s not.
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