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.
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."
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.
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.
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.
An internal investigation has been completed, but now a decision must be reached. If the investigation related to a claim or allegation that will result in discipline, the investigator must, usually, discern credibility of witnesses and relevant comfort levels with the information gathered.
Rachel Steinhofer was a presenter at the October meeting of the American Payroll Association’s Fort Wayne Chapter. She presented on the Family Medical Leave Act and the Americans with Disabilities Act.
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