More than 140 federal, state and local employment law requirements take effect on or around January 1, 2025, covering topics such as minimum wage, employee leaves, health care benefits, employee classification, payroll and more. Now is the time to review these developments and ensure your organization is ready to comply.
More than 50 federal, state and local employment law requirements take effect on or around July 1, 2024, covering topics such as overtime pay, minimum wage, pregnancy accommodations, retirement benefits, leaves of absence and more. Now is the time to review these developments and ensure your organization is ready to comply.
More than 140 federal, state, and local employment law requirements take effect on or around January 1, 2024, covering topics such as minimum wage, employee leaves, fair pay, payroll and more. Now is the time to review these developments and ensure your organization is ready to comply.
HR is positioned to provide organization leaders concrete data essential to the success of the overall business. This resource discusses key performance indicators (KPIs) for 2024 that HR should prioritize in support of organizational success; metrics to track and measure progress; and how to set KPI goals.
From the evolving nature of artificial intelligence to possible legislation relating to leave and immigration, HR must be proactive and determine how to approach its priorities going into 2024. This resource addresses the top priorities for HR for the coming year.
On the same day it released a new version of the Form I-9, US Citizenship and Immigration Services (USCIS) announced a long overdue modernization of the employment eligibility verification process. This guide helps employers prepare for the optional alternative procedure for remotely examining employees' identity and work authorization documents, provides tips to successfully adopt and complete the new process and answers several frequently asked questions.
One of the fastest-moving trends in employment law involves the plethora of "ban the box" laws affecting private employers that have sprouted up in many states and municipalities. These laws make it illegal to include criminal history questions on initial job applications.