How do you prepare for an emergency when you don’t know how, when, or what will happen? There are several types of emergencies that can occur in the workplace. To further complicate the issue, workplace emergencies can differ by geographical region or industry. They can include workplace violence/active shooter, terrorism, medical emergencies, power failure, natural disasters/severe weather, and epidemics. No matter what the emergency is, it is the responsibility of employers to have policies and procedures in place for all employees to follow and feel safe in their work environments.

Now, more than ever, it’s important that employers have effective Paid Time Off (PTO) policies in place. Employees who aren’t getting the rest they need can get burned out, and employers risk facing staff shortages when too many employees take time off all at once. Whether your company has an accrual policy or banked PTO, it’s critical that a formal time off policy is in place so that employees are aware of the rules and expectations. Too many accrued PTO days can put companies in a hard financial position. If PTO is mismanaged, employers can be out of compliance with state laws. The good news is we are here to help you create a Paid Time Off policy that follows regulations and works best for your business.

Most employers are aware of their duty to display certain employee postings in the workplace, but employers are also responsible for distributing various notices to employees to comply with a variety of labor laws and regulations. These notices cover specific matters, vary from state to state, and may change due to new or updated laws. Read further for some examples.

Hiring a minor (individual under the age of 18 years old) can make good business sense to many companies, and some jobs, such as weekend and summer work, attract a high number of minor applicants. Nonetheless, employers must operate in compliance with a variety of labor laws and be knowledgeable of their responsibilities when using child labor. According to the U.S. Department of Labor, the number of minors employed in violation of child labor laws in fiscal year 2022 increased by 37% over FY2021.

The recent liquidity issues created by the Silicon Valley Bank closure highlights many of the concerns employers can face if they find themselves in the middle of funding challenges. Funding disruptions can come in more than one way though; banking is just one example. Below are some actions an employer might think about during a financially precarious time but they should be approached with care.

Bullying is any activity that is meant to diminish or disempower another individual and any use of aggressive, hostile, abusive, or unreasonable conduct against a co-worker or subordinate. Bullying can involve physical threats, hostile or taunting words, or any action intended to interfere with an employee's work.

The National Labor Relations Board (NLRB or “the Board”) recently issued a decision in McLaren Macomb, holding that severance agreements containing overly broad non-disparagement or confidentiality/non-disclosure clauses violate the rights of employees under Section 7 of the National Labor Relations Act (NLRA). A new guidance memo from NLRB General Counsel Jennifer Abruzzo notes that this applies retroactively to previously signed agreements.

Maryland employers could receive a significant tax credit if they allow employees to reduce their work to four days per week without any reduction in pay. A proposed law would establish a first-of-its-kind pilot program in the Maryland Department of Labor (MDOL) to study the effect of a reduced work week by private and public employers.

The Family and Medical Leave Act (FMLA)  was passed with bipartisan support and was signed into law on February 5, 1993, by President Clinton. It provides eligible employees with job-protected unpaid leave for certain family and medical reasons, and to remain covered by their group health insurance. The FMLA is considered a landmark law and has provided millions of workers with the opportunity to care for themselves or their family members.

As many employers have embraced the option of remote workers, this new way of doing business for many companies has opened up a lot of questions as it relates to the Federal Labor Standards Act (FLSA). In response, the Department of Labor issued Field Assistance Bulletin No. 2023-1 (FAB) on February 9, 2023, which set out to clarify some questions that have come up repeatedly in regard to remote work, rest periods, and FMLA.