Minimum Wage Increase
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U.S. employers added 372,000 new jobs in June, beating economists’ forecasts, according to the employment report from the Bureau of Labor Statistics. The unemployment rate held steady at 3.6 percent. Some indicators show a contraction in employment, but the overall picture is that the U.S. labor market is still strong.
Effective August 1, 2022, the state of Louisiana amends its state employment discrimination laws to ban hairstyle discrimination, joining a growing number of states that have taken the same steps.
Summer—a time for beach trips, cookouts, and … uncomfortable talks about body odor. With the temperatures heating up, you may hear your employees complain about a coworker’s unpleasant smells. Of course, no one appreciates being told they stink, so when you address these concerns (and you should address them), keep these tips in mind to avoid embarrassment or, worse, accusations of discrimination.
Employers today often elect to monitor employee activities; however, employers should always consider whether there is a legitimate business interest in monitoring employees that outweighs employee privacy rights. Employees generally do not have an expectation of privacy in the workplace when employers put employees on notice that they may be monitored. An employer should balance both the employer's need for information and employee privacy rights.
Classifying an employee as exempt or nonexempt from the minimum wage and overtime requirements of the Fair Labor Standards Act (FLSA) is among the most important tasks that employers must perform. Every year, thousands of lawsuits are filed by employees who allege they were misclassified, and they often win millions of dollars in back pay and fees.
There are specific steps to follow for determining whether an employee qualifies for a particular exemption, but the general process of employee classification is roughly the same for all of the exemptions. Follow these steps to classify an employee under the FLSA and consult with your FrankAdvice HR Consultant as needed.
You’re a manager of a busy department. A job offer has been extended to a great applicant, and she calls to accept the position. She asks specifics about the benefits package your company offers and then about maternity leave because she is pregnant.
With the summer season comes the opportunity for outdoor activities and a lighter summer wardrobe. As employers, this could pose both opportunities and challenges. Here are some topics to keep in mind and prepare you for this upcoming season.
Equal Pay Law
Effective July 1, 2022, an employer may not pay any full-time employee a wage less than it pays an employee of the opposite sex in the same establishment for equal work on a job requiring equal skill, education, effort and responsibility, and performed under similar working conditions.
Some jobs, such as evening, weekend, and summer work, attract a high number of applicants under the age of 18. Hiring these applicants makes good business sense to many companies. Employers considering using child labor must understand their responsibilities with the employment of minors (individuals under 18 years of age).