Archives for SHRM - Page 322
Changes Made to Paid Sick Leave for British Columbia Employees
The British Columbia government amended the new paid sick leave provision to reference the “calendar year” rather than the “employment year”—simplifying the provision’s
Health Plan Contraceptive Coverage Linked to Declining Abortion Rates
Insurance coverage for long-acting contraception has aided the decline in
House Committee Advances Wage Theft Bill
A bill to raise penalties on employers who violate wage and hour rules is advancing through Congress. It would also require employers to regularly provide workers with
High Inflation Disrupts Retirement Savings Strategies
Surging inflation has many older employees worried if they've saved enough and if the buying power of their savings will continue to fall in relation to rising prices
Dealing With Undocumented Workers in ERISA Plans
Many undocumented workers are accruing benefits in plans governed by the Employee Retirement Income Security Act (ERISA). Dealing with such plan participation creates
Ask HR: Should You Do Training If You Don’t Want a New Role?
Should a worker accept an offer of leadership development and training if they aren't interested in a leadership position? When should applicants who haven't graduated
McDonald’s, Siemens Exit Russia
McDonald’s and Siemens are planning to sell their businesses in Russia, the companies recently announced, the latest in a long list of organizations to do so following
Apple Postpones Plans to Work in the Office Three Days a Week
Noting a recent surge in COVID-19 cases, Apple Inc. informed employees May 17 that it is delaying its plans to require employees to work in the office three days a…
Mississippi Becomes the Last State to Enact an Equal Pay Law
On April 20, Mississippi became the last state in the nation to enact an equal pay law, when Gov. Tate Reeves signed the Mississippi Equal Pay for Equal Work Act
South Carolina Anti-Vaccine Requirement Law Signed
South Carolina Gov. Henry McMaster has signed into law House Bill 3126, which has implications for public and private employers that continue to require employees in