From employee resumes to FMLA request paperwork, small to medium sized employers control vaults of sensitive data, personally identifying information (PII), and protected health information (PHI).
Does your company have a practice of running background checks on applicants even before the applicant comes in for an... Read More
Illinois’ Cannabis Regulation and Tax Act legalizes recreational marijuana, effective January 1, 2020. Accordingly, Illinois employers may need to adjust their drug policies to remain in compliance with this and other applicable laws. This is because marijuana will soon be considered a lawful product under the Illinois Right to Privacy in the Workplace Act, meaning employers cannot take disciplinary action against employees for using marijuana off-duty and off-premises.
Did you know that there are wage and hour laws regarding time an employee spends donning and doffing? Yes, I... Read More
Beginning August 1, 2019 in Minnesota, e-cigarettes and vaping will be banned in most indoor workplaces and public places. As part of the Minnesota Clean Indoor Air Act (MCIAA) that went into effect in 2007, it was amended so that vaping will have the same rules as traditional cigarettes in the state, which means they will no longer be allowed in stores, restaurants, bars, offices or industrial workspaces, or other public spaces. Local law enforcement will have the authority to issue petty misdemeanor citations to proprietors or individuals who knowing fail to comply with the requirements of the MCIAA.
Minnesota employers, be prepared. A broad new wage theft and employee recordkeeping law goes into effect on July 1, 2019. This leaves employers only until the end of June to prepare to comply.
The following are new labor laws in Kentucky and how you can best prepare for them. These are effective January 1, 2019 unless noted:
Did you know that over 68 million Americans have some type of criminal history? About as many Americans have criminal records as have college degrees. If you ask about criminal history on your applications to eliminate applicants with criminal records you may not just be eliminating one-third of your potential employees-you may be breaking the law!