The rapidly increasing importance of a company’s environmental, social and governance (ESG) performance to its business value, has been a critical trend leading into 2020.
Most employers reimburse their employees for money spent on meals, hotels and other expenses during work trips as business expenses, but few have given thought to reimbursing employees for employee costs incurred at home, including for internet, electricity, printer ink, etc., because those have traditionally been considered personal expenses.
“[F]or the person who picks up our garbage, in the final analysis, is as significant as the physician, for if he doesn’t do his job, diseases are rampant. All labor has dignity.” – Martin Luther King Jr.
The National Labor Relations Act generally requires employers to furnish information to unions if the unions’ requests are relevant to the administration or negotiation of a collective bargaining agreement.
Many human resources managers will admit that they don’t consistently designate FMLA-eligible leave as being taken under the FMLA, thinking that this won’t be a problem because few FMLA-covered employees actually end up taking more than the 12 weeks of leave that they are entitled to under the Family Medical Leave Act (“FMLA”).
Recent press reports have highlighted the difficulties faced by companies that discover evidence of misconduct only after an executive has exited and received severance.
Managing furloughs and layoffs in different countries has always been a challenge for U.S. employers who are often surprised to learn that no-cause layoffs in foreign countries are either illegal or trigger substantial statutory severance requirements.
While the 5-page Paycheck Protection Program (“PPP”) Loan Forgiveness Application looks pretty simple, those who have already worked with the form know that it is not.
Companies looking to cut costs will consider potential savings in all parts of their businesses, including at the top of the organization. But before proceeding with any proposals to trim the size of the leadership team or to reduce compensation costs, there are two key areas that every employer should consider first.
A recent decision by a federal judge in New York could open a door to claims for benefits by furloughed employees under the Emergency Paid Sick Leave Act (“EPSLA”) of the Families First Coronavirus Response Act (“FFCRA”) and the Emergency Family and Medical Leave Expansion Act (“EFMLEA”).
After months of closure, schools and day care facilities remain closed in many locations, and parents may need to remain home with young children as a result.