Employers should be aware that effective January 3, 2016, the Illinois Unemployment Compensation Act, while retaining the previous definition of misconduct for which former employees can be disqualified from benefits, adds eight new grounds for misconduct in work-related circumstances.
Your employee requests Family Medical Leave and presents you with a medical certification that is deficient. What do you do?
On June 1, 2015, The Occupational Safety and Health Administration (OSHA) released “A Guide to Restroom Access for Transgender Workers”. Under current federal law, employers are required to provide all employees reasonable access to restroom facilities. Now under OSHA’s “model practices” for employers to follow when providing access to restrooms by transgender employees, including:
To be classified as an employee exempt from overtime, an employee must perform certain exempt duties and responsibilities, such as those customarily performed by an executive, professional or administrative employee. In addition to performing the requisite managerial duties, an employer is required to pay the individual a minimum guaranteed weekly salary. If the employee does not receive this minimum weekly salary, the employee is treated as an hourly employee, regardless of their duties, and must be paid overtime for all hours worked in excess of 40 hours during the workweek.
On March 18, 2015, the General Counsel of the NLRB issued a report providing guidance to employers regarding handbook rules which violate Section 8(a)(1) of the NLRA as well as specimen policies which don’t violate the Act in the General Counsel’s opinion.