The U.S Department of Labor’s Occupational Safety and Health Administration, has officially published “Guidance on Preparing Workplaces for COVID-19”. The guide's focus is to help reduce the impact of COVID-19 outbreaks with employees and customers for all businesses reopening.
On April 1, 2020, the U.S. Department of Labor announced new action regarding how American workers and employers will benefit from the protections and relief offered by the Emergency Paid Sick Leave Act and Emergency Family and Medical Leave Expansion Act.
What you need to know to track Families First Coronavirus Response Act leave.
Many employers misunderstand overtime requirements, which can be costly as the price of noncompliance is high. It's important that HR takes the lead in training line managers, particularly those overseeing workers newly reclassified as nonexempt, not to repeat the overtime errors other companies have made.
Most organizations still pack their ranks with traditional full-time employees, but many now mix in part-time, temporary, contract and gig workers. These contingent workers offer an important way for organizations to fill skill gaps and increase productivity, but HR needs a new workforce planning approach to leverage these workers as they become more mainstream.
To appeal to top candidates, a growing number of companies are creating unlimited paid time off (PTO) plans. Unlimited PTO offers several advantages for both workers and employers, but it isn't the best option for every organization. It pays to learn the pros and cons of unlimited and limited PTO before revising workplace policies.
TimeClock Plus, Inc. announced today its board of directors has appointed Eric Thurston as CEO, effective immediately.
This year, paid leave requirements are said to spread beyond a mandate for paid parental leave for federal workers to the private sector in several states.
We are proud of the journey it took to get to where we are today.
Earlier this month, the Department of Labor (DoL) announced a proposed rulemaking that will make fluctuating workweek pay more beneficial for employers and employees alike.
Certain private employers and federal contractors were required to send EEO‑1 Component 2 pay data to the federal government this year.
The DoL collected $322 million in back wages for workers in the fiscal year 2019, eclipsing its record for the second straight year.
Senator Elizabeth Warren and Representative Rosa DeLauro plan to reintroduce the federal predictable scheduling law.
The Equal Employment Opportunity Commission announces drop of Component 2 data requirement.
TimeClock Plus announced today a majority investment from funds advised by Providence Equity Partners, a private equity firm.
The U.S. Department of Labor (DOL) plans to update its rules on the fluctuating workweek method of calculating overtime pay to cover more workers and provide employers with greater flexibility.
Ruling of the salary threshold for the white-collar exemptions is currently undergoing review by The Office of Information and Regulatory Affairs (OIRA).
The organization can't attract and retain people or promote diversity in the workforce without first creating engaging experiences for employees.
Employers may wonder what the DOL leadership changes mean in particular for key workplace rules that have yet to be finalized.
Market research on the major companies providing leave management software solutions around the world.
TimeClock Plus Webinars are a great way to learn more about how we make managing time and minimizing compliance risk easy.
As an employee, I like that I have the ability to manage my own time and keep track of my hours day over day. And see adjustments as necessary.
Porter Hedges, LLP