In this recurring DHR blog feature, Christine La fore (Associate General Counsel for DHR) brings clarity and definition to sometimes confusing terms that hold importance for employers and their HR policies. Christine has reviewed and analyzed countless legal documents and rulings and uses her expertise to help employers properly understand these items to apply policy and promote compliance.
What exactly is the FLSA?
While most employers have a good, basic understanding of the objectives and intent of the FLSA, several important details and requirements remain unclear to many: let’s set the stage with a foundational description.
Moving your business is a lot of work and stressful for everyone. Psychologists say moving is one of the five most traumatic sources of stress in most people’s lives. Here are five things you can do to make sure your move is as smooth and low stress as possible for your employees and clients.
Women represent almost half of the workforce in the United States. They receive more college and graduate degrees than men. Despite these facts, women continue to earn, on average, 80 cents for every dollar earned by men. While there has been considerable progress made over the past decades to address this wage gap, at the current rate of change, it will not close until 2059.
When it comes to avoiding EEOC scrutiny and investigation, smart employers do not assume that they “already know everything they need to” or that “just using common sense is enough.” Other organizations have learned the hard way that simplistic and short-sighted approaches are not sufficient. To protect your organization from costly and undesired EEOC inquiries and ensure your employees enjoy a workplace free of discrimination and harassment, a deliberate and disciplined approach is required. Below are nine musts that can help foster an effective, EEOC-compliant workplace: