M. Lee Smith Publishers and HR Hero have just released a new HR executive special report on employee privacy challenges for HR pros – Employee Privacy Challenges & Solutions: Electronic Monitoring, Health Information, Personnel Files, and More. The report is written by employment law attorney Katherine Novak Townsend.

Employee Privacy Challenges & Solutions, is a comprehensive guide for employers for monitoring employee activities and communications — without infringing on workers’ legal rights. In plain-English, it explains issues including: read more…

M. Lee Smith Publishers and HR Hero have just released a new HR executive special report on employee privacy challenges for HR pros – Employee Privacy Challenges & Solutions: Electronic Monitoring, Health Information, Personnel Files, and More. The report is written by employment law attorney Katherine Novak Townsend.

Employee Privacy Challenges & Solutions, is a comprehensive guide for employers for monitoring employee activities and communications — without infringing on workers’ legal rights. In plain-English, it explains issues including: read more…

While the world has been focused on the U.S. and global economic meltdown, a historic presidential election, and staggering unemployment numbers, some pretty significant changes have been made in federal employment laws and regulations with most going into effect in just a few weeks. A recent issue of HR Hero Line includes a roundup of those laws and regulations including:

• new requirements for employers that offer mental heatlh coverage;
• requirements for federal contractors to use the E-Verify system to verify that workers are eligible to work in the United States;
• new FACT Act regulations to prevent identity theft;
• the ADA Amendments Act, under which many employees who previously would not have been eligible for protection as disabled now may be;
• changes to the Family and Medical Leave Act (FMLA) regulations; and
• clarification of the new FMLA protection for military family members.

read more…

Wal-Mart Stores, Inc., has announced that it will pay a minimum of $352 million to settle wage and hour lawsuits across the country, possibly the largest such settlement ever. The 63 wage and hour class-action lawsuits that are being settled have been pending for several years, according to a statement from the company.

Each of the settlements is subject to approval by the trial court. The total settlement amount will depend on the amount of claims submitted by class members, according to the company statement. The total will be at least $352 million and no more than $640 million. Also, as part of the settlements, Wal-Mart has agreed to continue to use electronic systems and other measures to maintain compliance with wage and hour laws.

read more…

On Monday, Dec. 22, 2008, the Milwaukee Metropolitan Association of Commerce (MMAC) filed a lawsuit in Milwaukee County Circuit Court asking the court to find that the Milwaukee Sick Leave Ordinance, passed through referendum in November and set for enforcement beginning in February, is invalid and unenforceable.

The MMAC is also requesting that the court grant its request for a temporary and permanent injunction prohibiting the city of Milwaukee, Wisconsin from enforcing the ordinance. A hearing on this injunction request is set for January 29, 2009.

read more…

In a remarkably last-minute fashion, the U.S. Department of Health and Human Services (HHS) has issued final regulations protecting health care providers who withhold medical care based on conflicting moral beliefs.

The rule, which covers federally funded health care providers, takes effect January 18, 2009 — the required 30 days after its under-the-wire December 19 publication. The provisions of the rule are intended to: read more…

Some gay rights advocates are calling for “A Day Without a Gay” protest and boycott across the United States on Wednesday, December 10, to show opposition to California’s Proposition 8 and to show the power of the gay and lesbian community. Organizers are encouraging people to strike by “calling in gay” to work, taking the day off, or shutting down their business. Instead of working, they’re urging supporters to spend the day participating in volunteer activities. They’re also encouraging people not to buy anything or spend any money.

So what should you do if employees “call in gay” tomorrow? Can you tell them they’re fired if they don’t show up? You should think twice before doing that. Remember that many state laws, including California’s, prohibit employers from discriminating against employees because of their actual or perceived sexual orientation or their association with a homosexual person. Thus, you need to treat employees who call in gay the same as all other employees. If you decide to enforce your attendance policy, make sure you do so in a fair and consistent manner, regardless of the employee’s sexual orientation (or other protected status).

On January 16, 2009, all employers covered by the Family and Medical Leave Act (FMLA) will have a new batch of regulations to contend with. To help HR professionals prepare, M. Lee Smith Publishers offered its first-ever, FMLA virtual summit — a day-long event during which participants could watch online, listen on the phone, and interact with employment law experts John B. Phillips Jr., Kara E. Shea, and Stacie L. Caraway, attorneys with the law firm Miller & Martin.

Caraway led the segment of the program on the new FMLA regs. A significant portion of her discussion was devoted to the new regulations granting protected leave for military family members.

read more…

It’s time for the annual HR Hero survey on raises and wages. This year in particular, many companies are having to take a hard look at their compensation packages and making tough decisions. What will your organization do? What will other organizations in your state or industry do?

Take the survey then check out the results in the Dec. 12 issue of HR Hero Line.