HR Daily Advisor Week in Review: August 11 – 15
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Category: Uncategorized
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Employer Faces More Fees as 11th Circuit Affirms $126K COBRA Penalty Award
A federal appeals court not only affirmed a ruling that an employer/plan administrator must pay more than $126,000 in penalties and legal costs for intentionally violating COBRA notice requirements, it also held that about $2,460 in expenses excluded from the legal award should be revisited by the lower court. The case is Evans v. Books-A-Million, […]
HR Daily Advisor Week in Review: August 4 – 8
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OFCCP Proposes Pay Data Reporting Rules for Federal Contractors
Certain federal contractors and subcontractors would have to submit summary data annually to the federal government that would identify employee compensation based on sex, race, hours worked and other factors, under new regulations proposed by the U.S. Department of Labor’s Office of Federal Contract Compliance Programs. The rules’ preamble called this “a critical tool for […]
HR Daily Advisor Week in Review: July 28 – August 1
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HR Daily Advisor Week in Review: July 21 – 25
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Can ‘60s Adman Give Advice to 2014 HR Manager?
SPECIAL from SHRM Annual Conference and Exposition, Orlando Yesterday’s Advisor featured consultant Dr. Frank V. Nunez’s “What Would Don Draper Do?” about organizational change. Today, more of Don Draper’s advice for HR managers.
HR Daily Advisor Week in Review: July 14 – 18
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Critical Metrics for Talent Management in Reporting to Boards and Investors
FREE HR Webcast: Critical Metrics for Talent Management in Reporting to Boards and Investors Many talent management professionals may be unaware of the swell of interest in their work by boards and investors. Aware or unaware, there’s no denying that the interest is there. This is why powerful groups such as the Sustainability Accounting Standards […]
EEOC: Pregnant Employees Entitled to Accommodation
Pregnant employees are entitled to workplace accommodations, according to new guidance issued July 14 by the U.S. Equal Employment Opportunity Commission. Because the Pregnancy Discrimination Act requires that employers treat pregnant employees the same as other workers “not so affected but similar in their ability or inability to work” — and because the Americans with […]