Tag: Fisher Phillips

Foreseeable Leave, Intermittent Leave, and More

Yesterday, attorney Michelle Lee Flores of the Los Angeles office of Fisher & Phillips, LLP, started her rundown of top FMLA, CFRA, and PDL compliance tips for California employers. Today, the rest of her list—plus an invitation to a new webinar you won’t want to miss.

Key Questions for Long-Term Workplace Disruptions

Yesterday, attorney Tracy Moon outlined some of HR’s responsibilities relating to emergency management preparedness. But what happens when the disruption morphs from “immediate crisis” to “long-term state of affairs”?

Q&A on the Intersection of ADA and OSHA

Employers have an obligation to keep employees safe. They also have an obligation to meet all other legal requirements while doing so. This statement seems simple enough, but it can become complex in a hurry. For example, is an employer potentially violating the ADA by forcing employees to undergo medical screenings that may uncover safety […]

New Year, New HR Ideas

The start of a new year is a good opportunity for you to implement changes in policies and procedures in order to reduce your potential exposure to legal claims and make your business more competitive.

Early Warning Signs of Union Organizing

How do you know if a union is trying to organize your employees? Speaking at BLR’s National Employment Law Update in Las Vegas (Oct. 27-29, 2010) attorney Mark Ricciardi, managing partner of the Las Vegas office of Fisher & Phillips, LLP, gave attendees a checklist for identifying the signs of an organizational campaign:

Military Pay: How to Treat USERRA Pay from a Tax Perspective

I’m concerned about conflicting information we’ve received from the IRS and our legal counsel regarding how the USERRA (Uniformed Services Employment and Reemployment Rights Act) pay differential (pay difference between military pay and the employer’s pay) should be treated from a tax perspective. Do we report these payments on a 1099-MISC or on a W-2?