Tammy Tyler

Delaware's sexual harassment prevention law requires businesses with four or more employees to address sexual harassment prevention through notification, while businesses with 50 or more employers have notification and interactive training requirements. The law also expands the definition of employee and the types of workers covered.

Massachusetts passed legislation to provide paid family and medical leave, and to make changes to the state wage and hour provisions. The law went in to effect Jan. 1, 2019.

Michigan passed the Michigan Paid Medical Leave Act, and all covered employers will be required in March 2019 by statewide mandate to provide paid medical leave to eligible employees for covered absences.

Sexual harassment can occur in any industry, in any business. In this webinar, we’ll help you understand the updated sexual harassment regulations and your responsibilities to your employees.

The NYC Human Rights Law requires, effective Oct. 15. 2018, covered entities engage in cooperative dialogue with individuals who have a disability and may require an accommodation.

Every employee who began working on or after Nov. 6, 1986, is required to complete a Form I-9 to verify their identity authorization to work in the United States. With increases in Immigration and Customs Enforcement (ICE) on-site workplace inspections, employers are urged to ensure compliance with the Forms I-9 recordkeeping requirements.

The U.S. Department of Labor's Wage and Hour Division released the Notice of Proposed Rulemaking to revise the federal overtime regulations. The proposal would revise salary thresholds for the executive, administrative, and professional exemptions from the Fair Labor Standards Act's minimum wage and overtime requirements.

Starting Oct. 29, New Jersey employers of all sizes will be required to provide their eligible employees with up to forty hours of paid sick leave per year. Here are some important details of this law.

Separate paid sick leave ordinances in Chicago and Cook County become effective July 1, 2017. Go more in-depth with details of each ordinance.

Covered Rhode Island employers will soon be required to provide paid sick and safe leave to eligible employees. Before the July 1 effective date, learn important details including how employees accrue time, carryover options, and more.

A much-anticipated decision by the California Supreme Court could result in an increase in the number of California workers eligible for worker protections including minimum wage, overtime, rest breaks, and other benefits. Read on to learn more about the case, and how this decision could impact California businesses' interaction with the gig economy.

Several jurisdictions have recently passed legislation to expand employee protections, employer requirements, and available remedies for unlawful harassment in the workplace. Take a closer look at legislation that's passed in New York state, New York City, Delaware, and Washington state.

In its budget reconciliation bill, Congress amended the Fair Labor Standards Act to address tip pooling restrictions when employers pay employees at least the full federal minimum wage. If you have employees who receive customer gratuities, this article is a must-read.

Employers in the Golden State, take note: a recent ruling by the California Supreme Court clarified how employers in the state must calculate overtime when non-exempt employees earn flat sum bonuses. Employees may even be able to collect up to four years of back wages. This article has more details on this important development.

The DOL's Wage and Hour Division has established a new pilot initiative that aims to help expedite resolutions of overtime and minimum wage violations under the FLSA without litigation. Get details and find out how you can participate.

Maryland's Healthy Working Families Act took effect Feb. 11, 2018, requiring covered employers with 15 or more employees to offer eligible employees at least one hour of paid sick leave for every 30 hours worked. Here are some details about this recently enacted law.

If you have interns, read on to learn more about a new test the DOL has adopted. It may require you to review your existing internship program. Get more details about this recent development.

A recent decision by the National Labor Relations Board to overturn its 2015 Browning-Ferris Industries decision could be good news for franchisors, staffing agencies, and those hiring subcontractors. Learn more details about the decision and the return to the direct test for joint employment.

Proposed changes regarding tip pools could impact restaurants and other businesses with employees who rely on customer gratuities. Learn the details about this proposal.

If you have workers in New York state who are on-call, work unscheduled shifts, or have to call to confirm a shift, keep reading. Proposed rules by the New York State DOL could impact your scheduling policies and pay practices.

A new federal bill proposes a voluntary approach to paid time off and work flexibility for employees. Get details on the Workflex in the 21st Century Act, which was introduced in early November.

A week after a federal court in Texas struck down an Obama-era rule that would have expanded overtime pay eligibility, the Justice Department formally ended attempts to expand the Federal Overtime Rule. On Oct. 30, the DOL announced plans to repeal this decision. Read on to learn what this means for businesses.

With schools back in session, you may need to study up on whether you're required to offer your employees unpaid school-activity leave. Read on to learn the details of these state- and local jurisdiction-specific laws.

There have been recent updates regarding the forms employers need to complete as part of their EEO-1 Report. Read on for in-depth details, including some important deadlines you may need to know.

Congress recently introduced the Save Local Business Act to amend the National Labor Relations Act and the Fair Labor Standards Act. Franchisors would be one of the primary beneficiaries of this legislation, which could reduce the risk of potential legal claims under the two statutes.

Take a look at how the RFI is a first step toward revising exemptions from federal minimum wage and overtime requirements.

The state of New York announced the most recent updates to the NYS paid family leave (PFL), which provides job-protected leave to eligible full-time and part-time employees for certain qualifying reasons.

Significant changes are to come for employers with employees in D.C. The District of Columbia has passed one of the most expansive paid leave laws in the country that will provide benefits to employees who work or reside in the District of Columbia. Get the details of the D.C. Universal Paid Leave Amendment Act of 2016 and its potential impact.

Proposition 206, The Fair Wages and Healthy Families Act, was approved by voters in Arizona last November, setting higher minimum wage rates and mandating that eligible employees working for covered employers receive up to 40 hours of paid sick leave annually.

Pay inequity between genders continues to mark U.S. workplaces, but many states have established or are considering legislation to specifically prohibit gender-based pay discrimination. So what are businesses to do? Keep reading for guidance.

Many states and localities are increasing their minimum wage rates for 2017. Find out if your state is on the list.

Federal law requires every U.S. employer to complete a Form I-9 for each new hire, verifying each employee's identity and authorization to work in the United States. Recently this form was revised to reduce errors and improve completion electronically. As an employer, learn more about using this form.

New York City recently amended its paid sick leave law and renamed it the Earned Safe and Sick Time Act. The changes include written notice/policy requirements, expanded reasons for leave, and a broader definition of a family member.

The U.S. Equal Employment Opportunity Commission (EEOC) enforces federal laws against employment discrimination. Find the answers to common questions about the EEOC and the revised EEO-1 report.

On November 22, just as many U.S. businesses were preparing to make, or had made, staffing and salary adjustments to meet the new Federal Overtime Rule, it all came to an abrupt halt. Now what should business owners do?

The Equal Employment Opportunity Commission (EEOC) has announced the release of a revised EEO-1 Report to collect summary employee pay data from certain employers. Learn how these new reporting requirements could affect your business.

The Equal Employment Opportunity Commission (EEOC) has released a revised EEO-1 Report to collect aggregated employee pay data from private employers and federal contractors and subcontractors that employ 100 or more employees. Learn more about how the EEOC will use this report as part of their enforcement efforts against pay discrimination.

The Senate has confirmed Alexander Acosta for Secretary of Labor. What does this mean for the Final Overtime Rule? Here's what we know.

Despite a recent withdrawal of the U.S. Department of Labor's informal guidance on joint employment and independent contractors, laws surrounding these topics remain in force. Learn more about U.S. Secretary of Labor Acosta's announcement, and how this could potentially impact independent contractors and franchisors.

The presidential candidates continue to communicate their platform, but perhaps the most polarizing issue of the campaign is the candidates' respective positions on immigration. The immigrant workforce will be affected no matter which candidate is elected in November.