Voters in four states to decide on minimum wage hikes

October 27, 2014 - by: HR Hero 0 COMMENTS

Voters in four states—Alaska, Arkansas, Nebraska, and South Dakota—will decide on minimum wage increases when they go to the polls on November 4, and Illinois voters will make their opinion on the issue known in a nonbinding vote. Information on state ballot measures from Ballotpedia indicates:

  • Voters will decide whether to increase Alaska’s minimum wage from $7.75 to $8.75 on January 1, 2015, and to $9.75 on January 1, 2016.
  • The Arkansas question asks voters whether they want to raise the state’s minimum wage from $6.25 to $7.50 on January 1, 2015; to $8 on January 1, 2016; and to $8.50 on January 1, 2017.
  • In Nebraska, voters will decide whether to raise the minimum wage from $7.25 to $8 on January 1, 2015, and to $9 on January 1, 2016.
  • Voters will decide whether to raise South Dakota’s minimum wage from $7.25 to $8.50 on January 1, 2015.

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Voters to decide on Anchorage collective bargaining ordinance

by Tom Daniel

When voters in Anchorage go to the polls in November, they will decide the fate of a local ordinance that reins in the collective bargaining rights of municipal employees.

A referendum to repeal the local ordinance known as the Responsible Labor Act will be part of the November 4 ballot. The ordinance, proposed by Anchorage Mayor Dan Sullivan and approved by the Anchorage Assembly in a 6-5 vote in 2013, imposes limitations on the collective bargaining rights of municipal employees. The ordinance restricts the rights of municipal unions by:

  • Limiting union employees’ pay raises to one percent over the five-year average of the Alaska inflation rate;
  • Prohibiting strikes;
  • Eliminating binding arbitration when the city and a union reach an impasse over the terms of a new collective bargaining agreement (CBA), thus giving the city the authority to unilaterally implement its last offer;
  • Eliminating bonuses based on seniority or performance;
  • Introducing ‘”managed competition” by allowing the city to outsource some union jobs to private contractors; and
  • Limiting CBAs to a maximum of three years.

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BLR Launches Professional Development Network for Hospitality Industry HR Leaders

October 08, 2014 - by: admin 0 COMMENTS

BLR® – Business & Legal Resources, a leading provider of employment law compliance and training solutions for HR, has launched a new professional network called HR Executive Roundtable | Hospitality.

HR Executive Roundtable | Hospitality facilitates the sharing of ideas, best practices, benchmarking data, experiences, and cost-saving ideas among senior Human Resources leaders in restaurant, lodging, and travel verticals.

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Categories: Uncategorized

Employers should review policies on same-sex couples in wake of Supreme Court decision

October 07, 2014 - by: Tammy Binford 0 COMMENTS

by Tammy Binford

With the U.S. Supreme Court deciding not to take up a case to settle the same-sex marriage issue on the national level, employers need to understand how the Court’s decision affects their policies.

As it opened its new term on October 6, the Supreme Court declined to review one of seven cases from five states up for consideration. The Court’s decision means that rulings from the U.S. Court of Appeals for the 4th, 7th, and 10th Circuits will stand. The rulings struck down state prohibitions on same-sex marriage.

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Final rule on minimum wage for contractors released

October 02, 2014 - by: Tammy Binford 0 COMMENTS

by Tammy Binford

Federal contractors can now take a look at the rules they will have to follow when an Executive Order that requires a $10.10 per hour minimum wage for workers on federal service and construction contracts takes effect.

The U.S. Department of Labor (DOL) announced the final rule on October 1. The rule implements Executive Order 13568, which was announced by President Barack Obama in February. The DOL’s announcement said the Executive Order will affect nearly 200,000 workers.

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Colorado employers have new official employment verification form

September 23, 2014 - by: HR Hero Alerts 0 COMMENTS

Colorado employers now have an official form from the state Division of Labor that should be used to verify that all employees hired after October 1 are legally eligible for employment.

Colorado law already requires all public and private employers to verify and document the legal employment status of all employees hired after January 1, 2007. That requirement must be completed within 20 days of hire and is in addition to the federal requirement of verification using Form I-9.

Employers can obtain the form and instructions at www.colorado.gov/cdle/evr.

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OSHA seeks more comments on injury and illness tracking

by Judith E. Kramer

The federal Occupational Safety and Health Administration (OSHA) has extended the comment period for the proposed rule to improve tracking of workplace injuries and illnesses. Comments will be accepted through October 14.

The proposal, published on November 8, 2013, would amend the agency’s record-keeping regulation to add requirements for the electronic submission of injury and illness information that employers are already required to keep.

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Federal contractor ‘pay transparency’ rule up for comment

September 17, 2014 - by: Tammy Binford 0 COMMENTS

by Tammy Binford

The U.S. Department of Labor (DOL) has published a proposed rule aimed at ensuring that employees of federal contractors are allowed to discuss their compensation. The proposed rule, which was published in the September 17 Federal Register, gives interested parties until December 16 to submit comments.

The rule’s language prohibits federal contractors and subcontractors from firing or otherwise discriminating against employees or applicants who discuss, disclose, or inquire about their compensation or another employee’s or applicant’s compensation.

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New Hampshire social media privacy law takes effect September 30

by Jeanine Poole

New Hampshire employers need to be reviewing their policies regarding employee use of social media and electronic equipment now that a new law protecting employee privacy is set to take effect September 30.

The new law prohibits New Hampshire employers from requesting or requiring current or prospective employees to disclose some information related to their personal social media accounts. The law defines “personal account” as “an account, service, or profile on a social networking website that is used by a current or prospective employee primarily for personal communications unrelated to any business purpose of the employer.”

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New Massachusetts law provides leave for domestic violence victims

by Susan Fentin

Employers in Massachusetts with at least 50 employees are now required to allow employees who are victims of domestic violence to take up to 15 days of unpaid leave within a 12-month period to deal with the violence.

The law, which went into effect August 8, also allows leave for covered family members of domestic violence victims. Covered family members include husbands; wives; those in a “substantive” dating or engagement relationship and who live together; persons having a child in common regardless of whether they have ever married or lived together; a parent, stepparent, child, stepchild, sibling, grandparent, or grandchild; and guardians.

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