Employers often reimburse their employees for mileage when they use their personal vehicles for business purposes. The IRS allows a deduction at a particular rate for each mile driven. Last year the IRS rate was 57.5 cents per mile, but beginning on January 1, 2016, the rate was reduced to 54 cents per mile. The full IRS announcement can be found here.
» Read more about: Standard Mileage Reimbursement Rate Adjustment for 2016 »
On July 1, 2015, I informed you that the Department of Labor was initiating a change to the white collar exemption regulations and beginning a public comment period. As the DoL reviews tens of thousands of comments on its proposed changes to the White Collar Exemptions, employers should begin analyzing their exempt positions to determine whether they will still be exempt from overtime after the rule is inevitably issued.
» Read more about: Start Your Overtime Exemption Analyses Now! »
The Fair Labor Standards Act (“FLSA”) requires employers to pay most workers minimum wage and overtime to nonexempt workers for work in excess of 40 hours per workweek. Overtime must be paid unless the worker is defined as “exempt” under the Act. Many employers believe that simply paying employees on a salary basis makes them exempt from overtime, but several more factors affect the classification than whether you pay employees a salary or pay them hourly.
» Read more about: Salaried Means No Overtime, Right? Ask Halliburton »
Today I attended a continuing legal education seminar for the Idaho State Bar Employment and Labor Law Section. Linda Goodman, Administrator/Director of the Idaho Human Rights Commission, was the presenter. I thought some of the statistics she presented were worth passing on.
During the Commission’s 2015 fiscal year, 443 new cases were filed, up from 435 in fiscal year 2014. Of the 443 new cases, 414 were employment related. The following table shows what categories of employment discrimination the cases alleged:
» Read more about: Idaho Human Rights Commission Statistics FY2015 »
In the coming days, the Senate will consider House Joint Resolution 61, known as the “Hire More Heroes Act.” The bill, if passed, would amend the Internal Revenue Code to exempt employees with health coverage from TRICARE or the Veterans Administration from being considered in the employer mandate under the Affordable Care Act (ACA). The employer mandate of the ACA requires employers of 50 or more full-time employees to provide qualified health insurance.
» Read more about: House Joint Resolution 61 to be Considered by the Senate »
I recently re-reviewed the NLRB General Counsel’s March 18, 2015 Memorandum regarding lawful and unlawful employer policies. I found the Memorandum even more disturbing after my second review. The National Labor Relations Board has been actively reviewing and ruling on the legality of both union and nonunion employers’ employment policies. Most of the rulings deal with whether the policies violate employees’ Section 7 rights under the NLRA and focus largely on the following topics:
» Read more about: Revise Your Handbook Before the NLRB Does it for You »
I recently re-reviewed the NLRB General Counsel’s March 18, 2015 Memorandum regarding lawful and unlawful employer policies. I found the Memorandum even more disturbing after my second review. The National Labor Relations Board has been actively reviewing and ruling on the legality of both union and nonunion employers’ employment policies. Most of the rulings deal with whether the policies violate employees’ Section 7 rights under the NLRA and focus largely on the following topics:
» Read more about: Review and Revise Your Handbook Before the NLRB Does it for You »
I recently re-reviewed the NLRB General Counsel’s March 18, 2015 Memorandum regarding lawful and unlawful employer policies. I found the Memorandum even more disturbing after my second review. The National Labor Relations Board has been actively reviewing and ruling on the legality of both union and nonunion employers’ employment policies. Most of the rulings deal with whether the policies violate employees’ Section 7 rights under the NLRA and focus largely on the following topics:
» Read more about: Review and Revise Your Handbook Before the NLRB Does it for You »
I recently re-reviewed the NLRB General Counsel’s March 18, 2015 Memorandum regarding lawful and unlawful employer policies. I found the Memorandum even more disturbing after my second review. The National Labor Relations Board has been actively reviewing and ruling on the legality of both union and nonunion employers’ employment policies. Most of the rulings deal with whether the policies violate employees’ Section 7 rights under the NLRA and focus largely on the following topics:
» Read more about: Review and Revise Your Handbook Before the NLRB Does it for You »
On July 29, 2015, OSHA proposed to amend its recordkeeping regulations to clarify that the duty to make and maintain accurate records of work-related injuries and illnesses is an ongoing obligation. The duty to record an injury or illness continues for as long as the employer must keep records of the recordable injury or illness; the duty does not expire just because the employer fails to create the necessary records when first required to do so.
