Blog

An Employee Handbook (sometimes called an employee manual) is a written set of policies, procedures, and practices often provided to new employees at the start of their employment with the company. An Employee Handbook is designed to provide employees with guidance, procedures, expectations (of both the employee and the employer), and other information related to their employment. Employee Handbooks can be used by employees at the start of employment to learn the employer’s core values, mission, and other pertinent onboarding information.

The United States Equal Employment Opportunity Commission (“EEOC”) updated its “Know Your Rights” poster. This poster updates and replaces the previous “EEO is the Law” poster.

Employers are facing challenges when it comes to hiring and recruiting for open positions. Here are a few tips for human resource professionals looking to create a successful hiring and recruiting process.

The Supreme Court of the United States ("SCOTUS") issued two rulings related to vaccine mandates that involved the Emergency Temporary Standard (“ETS”) issued by the Occupational Safety and Health Administration’s (“OSHA”) and the vaccine mandate for health care workers.

Learn the steps employer should take to implement a union free business philosophy and preserve a union free workplace.

Employers need to be aware of two key terms under the Americans with Disabilities Act (ADA), “reasonable accommodation” and “interactive process"

Learn the differences between FMLA vs. ADA and determine which one an employee qualifies for given their situation.

It is important for a business to have an internet usage policy in place that sets and establishes guidelines for employees to follow while using the internet at work.

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.

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).

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.

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

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.

There are various laws and statutes that create a duty to investigate by the employer when a claim has been made by an employee.

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.

An article about the steps in a worker's compensation claim.

Conducting an internal investigation is an important part of any human resource professional’s job. This article provides guidelines that should be considered when conducting an investigation.

Most human resource professionals will need to conduct investigations during their careers as a part of their job duties. Investigations are most often required for allegations which include theft, drug use, discrimination, threats, assaults and harassment.