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Faithfully expecting: religious accommodations and employer-mandated vaccination policies
An “informal discussion letter” from the Equal Employment Opportunity Commission (EEOC) indicates that employers should carefully weigh religious objections by pregnant employees, specifically in the context of employer-mandated vaccination policies. Background In February 2012, a healthcare provider wrote the EEOC requesting a formal interpretation of the application of Title VII of the Civil Rights Act […]
Class Actions—Go on Offense to Avoid Them
In yesterday’s Advisor, we profiled Seyfarth Shaw’s eight trends that make class actions a real danger for every HR department. Today, key issues and an introduction to a unique training system that will help you avoid class actions altogether. Seyfarth Shaw LLP’s Annual Workplace Class Action Litigation Report suggests HR managers take note of the […]
Tip Seven: Set a Schedule
–Insist that the employee work with you in setting up a schedule that includes as many treatments as possible in off-work hours. Go to Tip Eight
Are your Greeters Ready to Deal with a Violent Visitor?
In yesterday’s Advisor, expert Dennis A. Davis shared the first three components of successful anti-violence programs. Today we’ll cover three more, and we’ll look at a wellness program that will aid your violence prevention efforts. Davis, director of client training for Ogletree, Deakins, Nash, Smoak & Steward, P.C. in Vista, California, delivered his comments at […]
Short Takes: Seasonal Layoffs
OSHA Going for Record Fine Against BP
Signals that the U.S. Occupational Safety and Health Administration (OSHA) is ramping up enforcement became clearer with the levying of a record $87,430,000 proposed penalty against BP Products North America Inc. on October 30. The previous largest penalty, $21 million, was issued in 2005, also against BP, according to OSHA. OSHA levied the proposed penalty […]
FMLA Request Spills into Litigation for Mississippi Employer
By Jerrald L. Shivers, The Kullman Firm When an employer learns that an employee’s absence might qualify for Family and Medical Leave Act (FMLA) leave, it is required to give him certain notifications. If the employee denies receiving the notifications, the employer must have a way of proving they were given to him.
Are You a Manager or a Controller? Hurricane Helps Us Find Out
By Stephen D. Bruce, PHR Editor, HR Daily Advisor For all of us who pride ourselves on being in control of things at all times, Mother Nature recently served up a big reminder —in the form of Hurricane Irene—that we’re not said business and leadership blogger Dan Oswald in a recent edition of The Oswald […]
Employment Law Tip: Have You Met the HIPAA Security Rules Deadline?
Last year, large health plans (those with receipts of at least $5 million) had to come into compliance with new electronic security rules mandated by HIPAA, the Health Insurance Portability and Accountability Act. The rules are a corollary to the HIPAA privacy requirements for individual protected health information (PHI) and specify a series of administrative, […]