Compliance

Real Politics at Work

»Posted on May 30, 2018 in Compliance, Newsletters | 0 comments

Political beliefs are personal. Chances are slim that anyone can change our minds about our political views. Yet some people debate and argue about politics with their family, friends and coworkers. Because people spend so much of their time at work it makes sense that conversations about beliefs, sports, religion or politics arise. Political discussions frequently happen during the election cycle, but for the past few years these discussions haven’t slowed down. During the recent Workplace Strategies conference, Ogletree Deakins provided participants a checklist for employers to evaluate political expression. There are two sides of the coin; the employees’ and the employer’s political expressions. Step one: Know what laws apply to your workplace. Know...

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Social Media Vigilantes

»Posted on Aug 28, 2017 in Compliance, Mitigating Liability | 0 comments

A Twitter account @YesYoureRacist started after the march in Charlottesville to solicit the identities of those who were photographed marching in the Unite the Right rally. The social media campaign used those identities to encourage employers of the protesters to terminate the protesters’ employment.  It wasn’t just Cole White who was identified and lost his job due to this social media campaign. His well-documented story presents an example for employers. The Top Dog restaurant in California denied firing White. Their statement to the Washington Post said Cole voluntarily resigned and we accepted his resignation. It went on to say, “We do respect our employees’ rights to their opinions. They are free to make their own choices...

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521% Return On Investment

»Posted on Jul 24, 2017 in Compliance, Mitigating Liability, Performance | 0 comments

U.S. employers spend between $70 and $164 billion annually on training and development according to a number of surveys. The most influential factor in a company’s training budget is the company’s size.  Those with 10,000 or more employees average $13 million for training. Training Magazine, the Association for Talent Development and many others have conducted studies to evaluate the return on investment (ROI) of training. As a result, we learned instructor-led classroom training is the most used and is the second most effective method despite all the advancements in training technology and the use of social media. Coaching and mentoring are the most effective methods of training. Two lessons learned; it takes people to effectively train...

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Don’t Punish The Messenger

»Posted on Apr 24, 2017 in Compliance, Mitigating Liability, Safety | 0 comments

Last May, the Occupational Safety and Health Administration (OSHA) published a final rule that improves tracking of workplace injuries. The first deadline to electronically submit your 2016 Form 300A is July 1, 2017. The rule does not change any forms that must be submitted manually. Employers with locations of 250 or more employees and those with at least 20 employees in high risk industries must comply. The term “high risk” is broad. Examples of high risk industries include grocery stores, direct selling establishments, museums as well as medical hospitals and manufacturing. OSHA provides a list of high risk industries by NAICS (North American Industry Classification System) code. This new rule impacts employers whether your company is a high risk industry...

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Eighty Percent of Life is Showing Up

»Posted on Feb 27, 2017 in Compliance, Mitigating Liability | 0 comments

“Eighty percent of life is showing up.” Woody Allen is credited for that expression, as well as a number of variations of the adage which are also attributed to him including “Eighty percent of success is showing up.” The courts have stayed busy determining whether or not employees are qualified when they cannot show up.  When employees either exhaust Family Medical Leave or the employer is not large enough to provide FMLA, disabilities may exist requiring the employer to consider accommodations including unpaid leave under the Americans with Disabilities Act (ADA). To be qualified under the ADA, an individual must have the requisite skills, experience, education, etc. and be able to perform the essential functions of the job either with or...

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