Financial pressure is mounting for organizations to open back up, expand service, and bring their employees back to the workplace. But how do employers feel about reopening before the pandemic is under control? What steps are they taking to ensure their employees and customers alike are safe?
As the workplace becomes increasingly more reliant on technology, one would assume that an employer’s location would have no bearing on jobseekers, right? Actually, that’s wrong—a whopping 62% of jobseekers say a company’s location directly impacts their decision to apply at that company, according to new research released by Scoop.
Commuter benefits, as the name implies, are benefits offered to employees that have some relation to the costs and hassle of commuting to the workplace.
The Internal Revenue Service (IRS) updated its special per diem rates for the transportation industry, incidental expenses and the “high-low” substantiation method. These rates, announced September 26 in Notice 2018-77, apply to allowances paid to employees on or after October 1 for travel on or after that date.
The Internal Revenue Service (IRS) updated its special per diem rates for the transportation industry, incidental expenses, and the “high-low” substantiation method. These rates, announced September 25 in Notice 2017-54, apply to allowances paid to employees on or after October 1 for travel on or after that date.
Have you seen the recent trend of legislation related to predictable scheduling? Or maybe you’re wondering what constitutes predictable scheduling and how it might affect your organization? Let’s take a look at what this topic is all about and why it’s been in the news (and in ongoing legislative efforts) recently.
The THRIVE HR Leadership Exchange is BLR’s expense-paid gathering of top HR execs, held this year September 25-27 at the Omni Tucson National Resort in Tucson, Arizona. The event will focus on the challenges, problems, and solutions to today’s top HR concerns.
By Joel Kane, Sedgwick, LLP The California Legislature is constantly enacting new laws, many of which address relatively narrow issues. In some instances, however, there’s still a significant impact on employers, especially in industries that are being targeted by the legislation.
The California Court of Appeal recently considered whether an employer may be held liable for a third party’s injuries resulting from an auto accident caused by an employee who was carpooling with his supervisor and coworkers from the jobsite after the end of their shift.
Question: An employee works on a boat (manual labor so does not meet job duties tests) that goes out for days at a time. He essentially “lives” on the boat while out at sea. How do we determine his “hours worked” in order to be compliant with the FLSA?