On July 1, 2021, the following revisions and updates were implemented to Minnesota law governing workforce and equal pay certificates, which are required for state contractors:
Continue reading “Amendments to Minnesota’s Workforce and Equal Pay Certificate Requirements”
While public health leaders continue to wrestle with vaccine hesitancy, businesses are wrestling with employee challenges to COVID-19 vaccination mandates. This Saturday marked a win for private employers after a Texas District Court tossed a lawsuit brought by over 100 hospital employees claiming they were subjected unlawfully to a COVID-19 vaccination policy as a condition of continued employment. Although the plaintiffs’ counsel has said they plan to appeal the decision, the order provides helpful precedent for other organizations mulling such vaccination mandates.
Many employers, reflecting on the challenging circumstances created by COVID-19, have temporarily bypassed traditional performance scoring for 2020 in favor of more flexible rating schemes. But as organizations increasingly settle into a new paradigm with expanded remote work, managers and human resources leaders face the challenge of recalibrating expectations for how such work will be managed and evaluated moving forward.
Continue reading “Time to Hit Reset on Remote Worker Expectations?”
In an expansion of the Fair Workweek Law, the New York City Council has passed legislation permitting quick-service restaurant employers to terminate employees only for just cause or a bona fide economic reason. These heightened requirements effectively eliminate the at-will status of industry employees and create a discipline structure similar to that bargained for by unionized workforces. With the new protections set to take effect in July, employers should begin drafting and implementing policies to comply with the new laws as soon as practicable.
The Equal Employment Opportunity Commission announced the upcoming opening of four EEO data collections previously delayed by the COVID-19 pandemic. While the specific dates of these collections are not yet published, employers should begin preparing their data submissions to align with the adjusted schedule.
For the full alert, visit the Faegre Drinker website.
The Department of Labor (DOL) issued revisions to its Families First Coronavirus Response Act (FFCRA) paid leave rules on Friday, in response to a New York federal court ruling that struck down portions of the original rule issued in April. FFCRA, enacted by Congress in March as a stimulus measure, provides eligible workers for up to two weeks of paid leave, subject to caps, for certain coronavirus-related absences, and up to an additional 10 weeks of paid leave to care for children who are at home due to school or day care closures. The rule updates are scheduled to go into effect September 16.
For the full alert, visit the Faegre Drinker website.