Says one expert: ‘It’s not just having a wellness program but rather saying that, “We are wellness.” ’
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Here’s a quick look at the delays and impending deadlines affecting employers.
Employers might be required to recognize same-sex partners as spouses for purposes of providing benefits under the company’s benefit plans.
Whatever time tracking and payroll system you use, it must have the ability to differentiate between time paid and time worked. It could likely save you from an FMLA claim if an employee is on the 1,250-hour bubble.
Non-disparagement clauses are ripe for sloppy and vague drafting, which can result in parties ending up where they wanted to avoid — the courthouse.
You can help insulate your company from retaliation claims by training your employees to treat FMLA requests (and other instances of protected activity) as need-to-know.