Blog

The Department of Homeland Security has mandated the use of new I-9 forms starting January 22, 2017.

On November 22, 2016, a Texas federal judge issued an Order that blocks nationwide the new Fair Labor Standards Act salary requirements for overtime and minimum wage exemptions based on executive, administrative, or professional capacity.

In late April, the United States Congress passed the Defend Trade Secrets Act of 2016 (DTSA). The DTSA became effective on May 11, 2016, the date President Obama signed the act into law and applies to any trade secret misappropriation that occurs on or after that date.

The Department of Labor recently released an updated poster and a new Employer's Guide about the Family and Medical Leave Act.

Article about a federal district court in Connecticut holding that an employer discriminating on the basis of an individual's transgender identity would violate Title VII.

Anthony Stites authors article for Greater Fort Wayne Business Weekly about two lawsuits filed by the EEOC alleging gender-based discrimination.

Barrett McNagny hosted its annual Human Resources Conference at the Memorial Coliseum on Wednesday, February 17, 2016, with more than 400 attendees.

A little-noticed bill signed into law on May 5, 2015, provides new protections in the workplace for victims of domestic violence. 

Effective July 1, 2015: Private employers in Indiana are now allowed to implement a Veterans' preference employment policy providing preference to covered Veterans over other qualified applicants or employees when it comes to hiring, promotion, and/or retention during a reduction in workforce.

Anthony Stites was quoted in Greater Fort Wayne Business Weekly in an article about the National Labor Relations Board decision redefining the term joint employer. 

On August 27, 2015, the National Labor Relations Board issued its decision in Browning-Ferris Industries of California, Inc., 362 NLRB No. 186, which significantly broadened the definition of "joint employer".

The Supreme Court's decision in Obergefell vs. Hodges, could have far-reaching implications for employers who have operated under various federal and state laws that regulate the legal and tax treatment for same-sex unions.