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The HR Specialist: Employment Law

The movement in state and local governments to ban questions about past pay is quickly gaining steam.

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Employees who claim their employers discriminated against them must be able to prove that they suffered some sort of action that was “adverse,” not merely uncomfortable, inconvenient or even unfair.

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The EEOC is taking new steps to teach employees suffering from depression, anxiety and other conditions about their workplace rights.

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Pressure for attorney generals in several states has caused several large retailers to stop requiring employees to call work before a scheduled shift to find out if they have to work that day.

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The IRS has begun notifying employees whose Social Security numbers have been used by someone else to get a job.

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4,836 Americans were killed in workplace accidents in 2015.

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If pro-Trump/anti-Trump debates are simmering among your employees, don’t ignore them.

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With new rules set to take effect Dec. 1, some of your previously exempt employees will find themselves in unfamiliar territory: having to stop working when the clock strikes 5:00.

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For each new hire, employers must verify employment eligibility by reviewing original documents in person with the employee. But what if that new hire lives and works hundreds of miles away?

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Here’s your monthly quiz on HR news and trends.

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Before terminating an employee for bringing a gun to work, check your state law.

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A doughnut shop in Oregon is feeling the wrath of the vegan community.

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Within the next two months, expect the U.S. Citizenship and Immigration Service to publish a long-awaited update to the Form I-9.

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No federal laws give employees the right to leave work to vote. But a majority of states do have such laws.

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Customers may not always be right. But it’s wise to document their complaints at the time they make them.

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So far, 24 states and more than 100 municipalities have passed laws prohibiting employers from asking applicants about their criminal records early in the hiring process.

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A Connecticut garment maker will pay $80,000 to settle an EEOC sexual harassment lawsuit.

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Only employers with 50 or more employees within a 75-mile radius must offer job-protected FMLA leave to their employees. If your organization is below that limit, make sure not to mention it in your employee handbook or benefits materials.

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Want to get the attention of bosses who’ve demonstrated borderline harassing behavior in the past? Scare them straight with the eye-opening news that being on the losing end of a harassment lawsuit could mean more than just bad news for the company.

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A new U.S. Government Accountability Office study of performance reviews found that 99% of federal government employees were rated as being good at their jobs, and almost two-thirds do “outstanding” work.

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