November 2 Tip of the Week
November 2, 2020 4:15 pm Leave your thoughtsThe Centers for Disease Control (CDC) has again updated their guidance regarding contact tracing in the workplace and employers need... Read More
The Centers for Disease Control (CDC) has again updated their guidance regarding contact tracing in the workplace and employers need... Read More
With Election Day just around the corner, employers need to take a moment to refresh themselves on the voting leave... Read More
Do you have employees who use prescribed opioid medications to treat an injury or illness? If you do, you might... Read More
What if one of your employees shows up for work one morning with bloodshot, watery eyes and seems clumsy and... Read More
As if California employers didn’t have enough compliance concerns on their plate, Governor Newsom signed SB 973 into law adopting... Read More
As state legislatures continue their fervor for enacting employment-related laws, they simultaneously create ever more complex webs of legal compliance challenges for employers. In that vein, one trend that continues to obscure the lines of what is or is not a lawful employment practice is the use restrictive covenant agreements. It was not long ago that companies were essentially free to enter into a variety of restrictive covenant agreements with employees to protect business assets. However, with California leading the way, employers now need to have their fingers on the pulse of law changes in the various states in which they operate before deciding to implement new restrictive covenant agreements or consider enforcing an existing one.
myHRcounsel is launching an exciting new partnership with a leading talent management solutions software company to make on-demand legal counsel a reality for its customers
To our legal clients, and followers via our Weekly Legal Brief, social media posts, and free website of forms, FAQ’s, etc. at www.myhrcounselcompliance.com – you no doubt have seen my reactions to the many non-legal “compliance” solutions in the market claiming to provide employers with equivalent legal information and protection for the HR/employment issues. We’ve even observed, since our launch in 2015, changes in explanations of these non-legal solutions offerings, and claims of what they can do for employers.