Podcast: Responding to an EEOC Charge of Discrimination

Join Rob, Scott, and Jason in this month’s HR podcast as they discuss what happens when a business receives an EEOC charge of discrimination. They go over some best practices and employer guidance, from the moment the complaint arrives in the mail to your options when responding. It’s crucial to act timely!

They also provide some insights on internal investigations, tips for negotiation, maintaining confidentiality, the importance of documentation, EPLI insurance, and more. Towards the end, they’ll also touch on the HR side of March Madness, including office brackets and building camaraderie.

For an effective checklist on “Responding to an EEOC Charge of Discrimination” check out our post here. And, contact us for support with discrimination charges or our no-cost supply of updated labor law posters, we’re here to help: hr@employco.com.

Podcast: DOL’s New Independent Contractor Rule

HR Newsletter: State Legislative Updates

HR Newsletter: State Legislative Updates

District of Columbia Enacts New Wage Transparency Requirements – On Jan. 12, 2024, the District of Columbia (the District) enacted the Wage Transparency Omnibus Amendment Act of 2023, amending the Wage Transparency Act of 2014. The amended law requires pay and benefits disclosures, prohibits wage history inquiries, and expands employee protections regarding compensation discussions. The amended law takes effect on June 30, 2024, and applies to all nongovernmental employers with at least one employee in the District.

Read more: District of Columbia Legal Update

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HR Newsletter: New CDC COVID Isolation Guidelines

HR Newsletter: New CDC COVID Isolation Guidelines

The Centers for Disease Control and Prevention’s (CDC) new guidance that individuals no longer need to isolate from work for five days following a positive COVID-19 test may raise questions with employers about what leave they are required to provide to employees with the virus.

The revised guidance, issued March 1, 2024, advises that people who are sick with COVID-19 or another respiratory virus stay home and away from others. However, isolation is not necessary if an individual with COVID-19 has been fever-free for at least 24 hours without medication and their symptoms are improving. The guidance states that the period people should stay home and away from others could be shorter, the same, or longer than the previous guidance for COVID-19 isolation. The new guidance is not applicable to healthcare settings, which have their own CDC recommendations.

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HR Newsletter: Equal Employment Opportunity Commission (EEOC) Updates

HR Newsletter: Equal Employment Opportunity Commission (EEOC) Updates

Responding to an EEOC Charge of Discrimination – The U.S. Equal Employment Opportunity Commission (EEOC) is a federal agency responsible for enforcing federal employment discrimination laws. It has the authority to investigate and resolve discrimination complaints filed by individuals against employers covered by the laws it enforces. Responding to an EEOC charge of discrimination can be complex and time-consuming, requiring employers to expend valuable resources even when they haven’t violated the law. Given the challenges and risks involved, it’s vital that employers understand how to respond to an EEOC charge effectively.

Access our new checklist here: Responding to an EEOC Charge of Discrimination

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HR Newsletter: Involuntary Terminations – Remote Employees

HR Newsletter: Involuntary Terminations – Remote Employees

Ending an employment relationship can be difficult. Involuntarily terminating an employee is not only uncomfortable and emotional, but also logistically complicated and full of legal risks. When that employee works remotely, it can make the termination even more complex. Organizations must complete a great deal of work in a short time frame to offboard a terminated employee. For example, there are many administrative tasks your organization needs to finish before the end of the employee’s last day, such as compiling appropriate supporting documentation, finalizing payroll and tax paperwork, retrieving company property, terminating access to systems and files, and drafting separation agreements.

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HR Newsletter: 3 Employment Policies to Review in 2024

HR Newsletter: 3 Employment Policies to Review in 2024

The start of the year provides employers with an excellent opportunity to review and update their policies. This article explores three employment policies employers should consider reviewing in 2024.

  1. CROWN Act – As of September 2023, 23 states passed the Creating a Respectful and Open World for Natural Hair (CROWN) Act. As many states and localities adopt hair discrimination laws, employers must ensure their workplace dress code policies are current and comply with state and local laws.
  1. Pregnant Workers Fairness Act – The Pregnant Workers Fairness Act (PWFA), signed into law on Dec. 29, 2022, became effective on June 27, 2023. Under this law, employers with at least 15 employees must provide reasonable accommodations to workers with known limitations related to pregnancy, childbirth, or related medical conditions unless the accommodation will cause the employer an “undue hardship.” The U.S. Equal Employment Opportunity Commission (EEOC) has started accepting charges under the PWFA for situations occurring on June 27, 2023, or later. Savvy employers will look at the EEOC’s final PWFA regulations and consider including a policy in their 2024 employee handbook that explicitly addresses PWFA accommodations.
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HR Newsletter: Stay Interview Best Practices

HR Newsletter: Stay Interview Best Practices

Employee turnover can be a significant challenge for employers, as it can lead to increased costs, loss of productivity, and a negative impact on company culture. Stay interviews offer a proactive approach to understanding and addressing the needs of employees, ultimately enhancing retention rates. Unlike exit interviews, which are conducted when an employee is leaving, stay interviews are conducted while the employee is still employed at the organization with the goal of identifying factors that contribute to their job satisfaction and commitment.

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HR Chat w/Employco USA: 8 in 10 U.S. Companies Will Track Office Attendance in 2024

A staggering 80% of U.S. companies are poised to monitor whether employees are truly present in the office in 2024. In this HR Chat, Rob and Jason discuss the challenges and opportunities facing businesses navigating the return-to-office transition. From tracking methodologies and punitive consequences to a resurgence of in-office productivity and employee engagement, they dissect some of the complexities employers will face.

Questions? Reach out to hr@employco.com for help with return-to-work policies or to request a customizable template based on your individual needs and circumstances.

HR Chat w/Employco USA: March Madness!

It’s that time of year again, March Madness! In this HR chat, Rob and Jason dive into the excitement of office brackets and share best practices to keep your workplace productive. From boosting employee morale to fostering cross-department connections, discover how you can turn this potentially unproductive period into a team-building opportunity.

If you have any questions about workplace policies or guidelines, we’re here to help! Reach out to hr@employco.com for assistance. May the odds be ever in your favor!

(AZ Big Media) Retired Boomers Want to Go Back to Work, but Not Everyone Is Celebrating

Rob Wilson was recently quoted in an article for AZ Big Media titled “Retired Boomers want to go back to work, but not everyone is celebrating.”

Snippet from the article:
“Retirement is becoming unrealistic for most Americans,” says Rob Wilson, President of Employco USA, a national employment solutions firm with locations across the country. “People used to have pensions and other retirement safety nets to fall back on, but now many of us do not. Between this and rising costs of healthcare, groceries, rent, and other necessities, people cannot afford to retire.”

Wilson says that this is why so many recently retired Boomers want to go back to work.

“They’re running low on money,” says the employment trends expert.

Read the full article here:
https://azbigmedia.com/business/retired-boomers-want-to-go-back-to-work-but-not-everyone-is-celebrating/