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The guidance is likely to expand the scope of federal contractors that are exempt from the prohibition on discrimination against employees and applicants based on sexual orientation and gender identity.
While the act is broadly applicable to qualifying businesses, employers should pay special attention to their duties under the act.
If signed into law, employers should assess their current practices and determine whether any changes need to be made before the Oct. 1 deadline.
A recent ruling in the Golden State required Starbucks to pay a worker for tasks he performed after clocking out.
A recent ruling in the Golden State required Starbucks to pay a worker for tasks he performed after clocking out.
From overtime rules to biometric timekeeping, a patchwork of laws and regulations can make compensation benefits a tricky business for employers.
Copyrights tend to be company property while inventions tend to belong to the worker, making agreements necessary to ensure the employer obtains possible rights.
Copyrights tend to be company property while inventions tend to belong to the worker, making agreements necessary to ensure the employer obtains possible rights.
A new court decision out of Illinois provides a good reminder that vaguely described policies and restrictive payment rules can expose employers to large liabilities.
Plan administrators who make foolish mistakes are begging for an invasive audit from the IRS or Department of Labor. Here are some common errors that will trigger your plan’s worst nightmare.
A recent case illustrates that a buyer might be determined to be a successor employer even if the buyer does not have actual notice of the withdrawal liability.
Assignar, ComplianceHR and Smart Apps are among the programs helping employers keep documents current while adhering to regulatory changes.
From overtime rules to biometric timekeeping, a patchwork of laws and regulations can make compensation benefits a tricky business for employers.
The company's couriers aren’t employees, a New York state appeals court ruled in a decision that will fuel debate about the status of workers in the gig economy.
Employers must make sure they are offering the necessary MH and SU services to their employees.
Benefit advisers and employers must make sure they are offering the necessary MH and SU services to their employees.
Recent IRS guidance and legislative changes show hardship withdrawals is an area where both plan sponsors and participants may still have questions.
The act establishes pregnancy as a protected class under Massachusetts law and protects employees and prospective employees who are pregnant or have a pregnancy-related condition from discrimination and retaliation.
Investigations rarely happen out of the blue — they tend to occur because someone invited investigation. So, what can employers and their service providers do to avoid one?
As the brokerage grows by leaps and bounds, it names a regulatory compliance leader to help firms deal with new laws.
