There are so many rules and regulations you must comply with when it comes to labor laws, it can be enough to make your head spin. Luckily, many of the U.S. labor laws are common knowledge, or common sense.
As promised by the initial announcement of the Vaccine Mandate proposal on September 9th, The Emergency Temporary Standard (ETS) is effective beginning November 5th since recently issued by The Occupational Safety and Health Administration (OSHA).
In case you missed it, we recently had an amazing webinar with HUB International and Intellicents going over best practices for how to effectively scale your rapidly growing cannabis organization with a strong ecosystem of partners that understand and specifically serve the highly regulated industry.
Biden’s new vaccine plan announced on Thursday, September 9th, has come out of left field for many Americans, leaving several questions about what this mandate will mean for our workforce. Employers and employees alike are feeling every emotion from fear and outrage, to hope and relief given the sensitive news. While the information we’ve received is very little so far, here is everything we know about the Vaccine Plan and how it will affect businesses and HR departments when the time comes to enforce these policies.
On March 18, 2020 the Families First Coronavirus Response Act was signed into law. This legislation expands FMLA and Paid Sick Leave benefits for most organizations with under 500 employees and will take effect on April 1, 2020.
Check out the infographic below for a breakdown on this new law and how it impacts you and your people.
In 2013, the Cole Memorandum, which advised U.S. attorneys to refrain from prosecuting state-licensed marijuana businesses unless they violated a federal law was signed by the Obama administration. The Cole Memorandum has since been rescinded in 2018 causing uncertainty among the industry.
A Spiceworks survey shows that 62% of organizations currently use biometric authentication technology in the workplace and that an additional 24% plan to implement biometric technology within the next two years.
Employees are quick to ditch memorizing long, lengthy passwords and HR is on board to implement biometric technology to help accomplish a wide of range of objectives in the workplace, specifically employee labor reporting validation and overcoming daily people challenges like buddy punching.
Since 2016, skilled nursing providers have been required to submit Payroll-Based Journal (PBJ) data to the Centers for Medicare and Medicaid Services (CMS) as a way to drive industry standards and ensure high quality care for patients.
CMS has been very clear from the start that PBJ data would eventually affect a providers’ Five Star Quality Rating, but it was never certain when that date would be, or how PBJ data would replace the current method of data capture.
2018 is off to a start and the next big question many employers are facing is: Should we adhere to the Affordable Care Act (ACA) reporting requirements, or go under the assumption that the law will be repealed and no longer enforced?
The 60 accusations of varying degrees of harassment on Hollywood producer, Harvey Weinstein have sparked up conversations in the workplace.
Although each sexual harassment situation is unique, it’s critical that all employees closely review company handbooks, policies, and government laws to better understand their rights and what actions or behaviors are classified as sexual harassment.