Blog

The U.S. Department of Labor (DOL), the IRS, the U.S. Small Business Administration, the EEOC and the Indiana Department of Workforce Development have teamed up to present a webinar on “Navigating COVID-19: A Virtual Guide for the Employment Community.”

The Supreme Court of the United States ruled on June 15, 2020 that the existing Federal Anti-Discrimination laws provide protection to applicants and employees on the basis of their sexual orientation and/or transgender status.

Cyber-actors (or “hackers”) are targeting businesses to obtain any and all information that might have some form of value. It is imperative that companies have a set of steps in place to respond quickly for the sake of those affected and to comply with any and all regulating state or federal authorities, such as any applicable State Attorney General’s offices.

On May 6, 2020, the U.S. Department of Education released the long-awaited final regulations regarding the procedures for colleges to use in handling sexual-harassment complaints.

The Occupational Safety and Health Administration (OSHA) released two memos regarding the COVID-19 pandemic: one regarding employer’s record-keeping requirement; one regarding process and procedures for investigations.

The U.S. Department of Labor (“DOL”) issued its final rule, effective January 15, 2020, updating the requirements for calculating the regular rate of pay under the Fair Labor Standards Act (“FLSA”).

If you are - or work for - an employer dealing with layoffs, furloughs, or separations, it is important for you to be vigilant in reviewing the Charge Statements issued by Indiana’s Department of Workforce Development (DWD).

The U.S. Equal Employment Opportunity Commission (“EEOC”) released updated guidance for employers on how to balance the protection of employees’ rights with efforts to maintain a safe workplace during the COVID-19 pandemic.

Anthony Stites was a presenter at the 56th Annual Indiana HR Virtual Conference. His video presentation was titled "Real Life Scenarios Handling Transgender and Sexual Orientation Issues in the Workplace."

The U.S. Department of Labor issued the Employee Rights: Paid Sick Leave and Expanded Family and Medical Leave Under The Families First Coronavirus Response Act Poster.

Helpful links from the U.S. Department of Labor to help you and your company regarding the Families First Coronavirus Response Act taking effect April 1, 2020.

UPDATE: FAMILIES FIRST CORONAVIRUS RESPONSE ACT SIGNED INTO LAW

With the Coronavirus pandemic human resource professionals, business owners and those in management are being called on to make decisions almost hourly. This pages includes a few helpful links to state and federal agencies.

The U.S. Department of Labor (DOL) issued a final rule on the definition of "joint employer" under the Fair Labor Standards Act (FLSA), which will take effect on March 16, 2020.

On December 13, 2019, the National Labor Relations Board (the Board) announced major changes to its union election rules. Expected to take effect on April 16, 2020, the new rules modify what is commonly known as the "quickie election rules" or "ambush election rules."

Employment contracts frequently include restrictions on an employee’s ability to work for a competitor (non-competition clause) or to solicit the employer’s employees or customers (non-solicitation clause) for a period of time after the employee’s employment ceases.

Labor and employment attorney Joe Cohen presented at the January 6, 2020 meeting of the Northeast Indiana Human Resources Association.

The U.S. Department of Labor announced its final rule on what perks employers can exclude from the regular rate of pay calculation.

Anthony Stites will speak at a seminar titled “Indiana Mediation: Start-to-Finish,” presented by the National Business Institute. He will be presenting on how to handle difficult scenarios during a mediation, including discussions on handling multiple parties and multiple claims during a mediation and how to approach cases that have involved extensive and complex investigation.

An employer must respect employees’ privacy rights when conducting internal investigations in response to a claim or allegation. However, at the same time, it is necessary and important for the employer to obtain all of the relevant factual information. In most instances, the investigation must be conducted promptly and thoroughly.