Articles by this author:
- Mon May 05 2014
Pregnancy is a game changer for women, a time when they must ponder whether to keep climbing the job ladder as before or scale back on work obligations. And it can lead to a host of pregnancy-related conditions covered not only by the Family and Medical Leave Act (FMLA), but also now the Americans with Disabilities Act (ADA)—thanks to the ADA Amendments Act’s (ADAAA) expansion of what is considered to be an ADA disability.
A quick fix can go a long way to solving a problem, particularly when that problem is a payroll error.
“Payroll errors unfortunately occur from time to time even at the best employers,” said Chuck McDonald, an attorney in the Greenville, S.C., office of Ogletree Deakins, in an interview with SHRM Online.
Companies that make their open-and-closed policies clear for inclement-weather seasons -- such as snowy winters and falls full of hurricanes -- can keep employees informed, instead of in the dark.
“An employer does not have to have a policy and can simply tell employees that they must report to work when the business is open, regardless of what other businesses choose to do and are reported on the news,” Richele Taylor, an attorney in Fisher & Philips’ Columbia, S.C., office, told SHRM Online.
A little-noticed Aug. 15, 2013, decision by the 6th U.S. Circuit Court of Appeals may make big waves, enabling unions to organize tiny bargaining units called microunits, according to Jonathan Segal, an attorney at Duane Morris in Philadelphia.
The decision looks innocuous enough at first glance, but Segal said it may be the National Labor Relations Board’s (NLRB) “Trojan horse.”
It’s important for employers to understand and prepare for a slew of new Patient Protection and Affordable Care Act reporting requirements, according to Sidney Blumling, an attorney at Fisher & Phillips in Irvine, Calif.
In the days after the Treasury Department’s announcement July 2, 2013, that it was delaying implementation of the employer mandate of the health care reform law for one year until January 2015, benefits attorneys were atwitter with theories about the reasons behind the delay.
For some, the stated reason for the change -- the need to simplify and prepare for new employer reporting requirements -- didn’t seem like the whole story.
Four informal guidances released by the Equal Employment Opportunity Commission (EEOC) on May 15, 2013, highlight specific types of reasonable accommodations for people with cancer, diabetes, epilepsy and intellectual disabilities.