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A grassroots lobbying effort led by the Fair Pay Campaign is pushing employers to pay their interns, starting with the White House.
The U.S. Department of Health and Human Services has issued final regulations for implementing the Health Information Technology for Economic and Clinical Health (HITECH) Act. The regulations require entities covered by HIPAA to update their privacy policies ASAP. The looming deadline: Sept. 23.
Q. We are considering instituting a uniform policy at our workplace. We would like to require our employees to pay for their own uniforms. Is this legal? Could we also require employees to maintain their own uniforms?
Good news for employers that want to settle employment-related disputes through arbitration instead of risking a jury trial. The Court of Appeal of California has upheld an arbitration agreement that was presented to all employees when they were hired.
A North Carolina postal worker could wind up working in a prison mail room after pleading guilty to workers’ compensation fraud. Her problems began when former co-workers spotted her on the television game show “Wheel of Fortune.”
In a significant win for organized labor, the Supreme Court of California has ruled that a union is entitled to the home addresses and telephone numbers of employees who aren’t union members.
Good news for employers worried about their public image: If you provide carpool transportation for your employees and want to control their behavior while using that transportation, you can.
Q. We would like to require employees to pay for their own uniforms. Is this legal? If not, we would like to require employees to purchase uniforms. Then we would reimburse them. Is that OK, or must we purchase the uniforms and provide them to the employees?
Under the newly enacted Texas Uniform Trade Secrets Act, you will have more recourse when someone misappropriates your intellectual property. Starting Sept. 1, this new statute provides companies with greater protection for their trade secrets and expands the available legal remedies to address actual and anticipated harm.
Q. Our data entry employee has been diagnosed with carpal tunnel syndrome in both hands. She has not submitted a workers’ comp claim but has advised us of her diagnosis. Are we required to file the claim even if she hasn’t?