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Showing 3 posts from March 2016.

Political Speech in the Workplace: Can I Just Make It Go Away?

Every four years like clockwork, it happens: presidential politics becomes the focus of our national attention, seemingly dominating all aspects of our lives. The national conversation becomes one of campaign rhetoric, and anecdotal evidence suggests that it has only gotten more divisive. The conventional wisdom says that the two things one is never supposed to discuss at work are religion and politics, yet the political conversation can’t help but spill into the workplace, with the attendant potential for division and conflict. As an employer trying to foster productivity and keep the peace in the workplace, is there anything you can do? As it turns out, there’s quite a lot. More >

Employers, Beware: New EEOC Proposed Rule Would Gather Data, but Not Context

Every year, employers with 100 or more employees are required by the Equal Employment Opportunities Commission (“EEOC”) to invite employment applicants to self-identify their gender, race, and ethnicity on an EEO-1 report. On February 1st, however, the EEOC published a Proposed Rule that requires these employers to also include pay data and hours worked for all employees. This new regulation will provide a fairly powerful tool to the EEOC, but it could also prove to be a nightmare for employers. More >

Federal Contractors: Proposed Sick Leave Regulations May Leave You Feeling Sick

As a further push in the Obama Administration’s “Lead on Leave” initiative, the Department of Labor (“DOL”) issued proposed regulations on February 25th that would implement Executive Order 13706, requiring federal contractors to provide up to 56 hours of annual paid sick leave to employees. These regulations are far-reaching in scope, covering not just the amount of paid sick leave, but also when the leave can be used, whether unused leave carries over to the next year, how employees request the leave and which employees are eligible. These regulations will affect employers that enter into contracts with the federal government beginning January 1, 2017, therefore government contractors (and prospective government contractors) should begin now to understand these regulations and how their workforce will be affected. More >

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