10 money-saving opportunities hidden in employment laws
As CFOs are well aware, employment laws seem to favor workers against their employers, and they often cost firms money. But that’s not always the case.
As CFOs are well aware, employment laws seem to favor workers against their employers, and they often cost firms money. But that’s not always the case.
In case you didn’t have enough on your to-do list for 2010, the feds just added to it.
You may want to remind your supervisors how important it is to be compliant with the Family and Medical Leave Act (FMLA) when dealing with absent employees. Two companies recently received an expensive reminder of this from the Dept. of Labor (DOL). Needed medical leave, but terminated Companies with attendance policies that run afoul of […]
Fact: Benefits are surpassing salaries as the most important perk to employees. But did these companies step out of line to enforce their benefits policies?
Not updating the employee handbook regularly is a mistake employers can’t afford to make. This document is employers’ first line of defense against litigation.
Pennsylvania just joined the growing list of states that pledged to work with the Department of Labor (DOL) in preventing employers from misclassifying full-time employees as independent contractors (ICs). Will your state be next?
A big reason employers are still allowing hybrid work is business benefits like reduced operating costs. But it’s also harder to ensure employment laws are being followed by your entire team. Compliance missteps with federal employment laws are especially costly right now. A good example: the new higher penalties for violating the Employee Retirement Income […]
If employees’ Family and Medical Leave Act (FMLA) entitlements are impermissibly reduced, your company may face legal consequences. But when someone takes intermittent or reduced-schedule FMLA leave, it’s tricky for staffers to accurately calculate how much of the 12 weeks of leave has been used, especially during a week when there’s a company holiday. Recently, […]
Handling Family and Medical Leave Act (FMLA) requests correctly is a challenge for even the most seasoned managers, and there’s a bill in Congress right now would impact employers’ current FMLA responsibilities.
FMLA leave costs your company enough when employees take it legitimately … then you catch an employee trying to scam you! Unfortunately it happens a lot, though probably not as dramatically as it all unfolded for one of your peers in California. An employee taking intermittent FLMA leave was caught red-handed on a fishing trip […]
When a job requires employees to log more than 40 hours per week on a regular basis, is it safe to say overtime is an “essential job function” of that position and deny an accommodation request that attempts to skirt the OT?
COVID-19 sick/family leave and employee retention (ERC) tax credits may be in the rearview mirror, but thanks to IRS Form 941-X, Adjusted Employer’s Quarterly Federal Tax Return or Claim for Refund Form, it’s not too late to claim them. Before dismissing the idea that there might still be money left on the table from Q3 […]
Finance chiefs will once again have one of the most useful DOL resources at their disposal to help with an array of tricky compliance issues — and avoid costly penalties and lawsuits.
CFOs want to do everything in their power to prevent FMLA abuse. But the question is: How aggressive can you be in determining whether a staffer’s medical issue is a bonafide “chronic condition” that requires intermittent FMLA leave?
As employees return to the office, you may need to update the various federal labor law posters you have to conspicuously display in the workplace. By law, employers must update these posters regularly so employees can see them and know their rights. But did you know there are also three labor law posters employers must […]
Following an array of state and local paid leave laws and loud calls from employers and prominent business groups, Congress has introduced a bill to make paid leave on a federal level a reality. But the legislation probably isn’t what HR pros were expecting.
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