Topics: Labor

McDonald’s $3.75 Million Wage-and-Hour Settlement Holds Joint Employer Implications

McDonald’s Corp. agreed to pay $3.75 million to settle a wage-and-hour lawsuit brought by employees at five franchisee-owned restaurants in the San Francisco Bay area, marking an important development in the company’s long-standing legal battle over whether it is a joint employer of franchise operations. More

Labor Department’s New Overtime Rule Takes Effect Dec. 1

NATSO members are reminded that on Dec. 1, 2016, the Department of Labor’s new overtime rule that doubles the minimum salary threshold that employees must earn to be exempt from overtime pay is scheduled to take effect. More

Work Injury – Is Offering Over-The-Counter (OTC) Medication A Risk For Business?

Today Federated Insurance is sharing one of our “HR Questions of the Month” regarding employment-related practices liability issues. Question: An employee was stung by bees while working outside. The employee refused medical treatment, and the company submitted the workers’ compensation claim as first aid only. The employee was given the rest of the day off with pay, and offered modified duty until they felt ready to go back. The employee went back to work the next day with no problem. Could the company have recommended that the employee take an antihistamine? Since medical treatment was refused, all the company had available was OTC/first aid. More

NATSO Supports Legislation to Reform DOL’s Overtime Rule

NATSO joined more than 400 organizations representing a broad spectrum of the national economy and employing millions of employees in expressing strong support for S. 3464, the Overtime Reform and Review Act, which would provide employers significant relief from the negative impacts of the Department of Labor’s (DOL) final overtime rule. More

Is Yours an Employee-Friendly Company? If So, Flaunt It. Here’s How…

Exuding confidence about your company’s status as “employee-friendly” and actually making sure it’s perceived that way are two very separate things. What sense is it to put so much effort into creating the ultimate workplace if you’re not leveraging it to your team-building advantage? If you’re so certain that you offer your employees an experience that competitor companies don’t, here are six things to consider emphasizing in your job listings, the careers section on your website, your LinkedIn company profile, and other content that’s geared toward job seekers. Or, to be put it bluntly – six helpful tips on what, exactly, you should be flaunting… More

NATSO Applauds Americans with Disabilities Act Reform Bill

NATSO joined a variety of other trade groups in expressing its support for the ADA Education and Reform Act. The legislation would combat a recent trend in frivolous lawsuits alleging minor Americans with Disabilities Act violations for which business owners cannot reasonably be punished. Specifically, the legislation would provide business owners a reasonable period of time to remedy alleged violations before they can be brought to court by aggressive plaintiffs' lawyers. More

Compliance Corner: Changes to Labor Rules Will Affect NATSO Members

The National Labor Relations Board has revised the so-called “joint employer” standard significantly to expand the scope of determining “co-employment” under the National Labor Relations Act. Specifically, the NLRB decided that a company could be considered a “joint employer” if it possesses the right to control various terms and conditions of employment, regardless of whether that company actually exercises such control. In addition, the Department of Labor has released “guidance” that has the effect of limiting employers’ ability to classify workers as “independent contractors” rather than employees. Both moves will have a direct affect on NATSO members as the franchisor-franchisee business model is ubiquitous throughout the truckstop and travel plaza industry and many NATSO members utilize independent contractors. More

House Passes Bill Delaying Overtime Rule; Unlikely to Become Law

In a move that some consider to be a "political vote" rather than a substantive one, the U.S. House of Representatives on September 28 passed legislation that would delay for six months a new Department of Labor Rule revising the standards overtime pay eligibility. The rule is scheduled to take effect on December 1, 2016. Under this legislation, it would not take effect until June 1, 2016. The bill is highly unlikely to become law, and represents a political vote to enable House members to campaign on the issue during the home stretch of election season. More

States, Business Groups Challenge Overtime Rule

A group of 21 states filed suit in the Eastern District of Texas Sept. 20 challenging the U.S. Department of Labor’s new rule governing which employees are eligible for overtime pay, arguing the agency unconstitutionally overstepped its authority to establish a federal minimum salary level for white collar workers. The U.S. Chamber of Commerce and more than 50 other business groups filed a separate challenge to the rule in the same federal court in Sherman, Texas, just hours later. More

How to Proceed When an Employee Candidate Discloses an Injury Requiring Months of Rehab

How to Proceed When an Employee Candidate Discloses an Injury Requiring Months of Rehab Today Federated Insurance is sharing one of our “HR Questions of the Month” regarding employment-related practices liability issues. Question: Our firm is in the process of interviewing candidates for an associate position. We have held phone interviews with several candidates and selected some of them for in-person interviews. One of the candidates selected for an in person interview has shared the following information with us: Thank you for confirming. Before we meet, I'd like to disclose a recent injury. Approximately 3 weeks ago while playing recreational basketball, I suffered a ruptured Achilles and subsequently had surgery performed. I have been using PTO from work since the injury and will be on doctor ordered leave for at least the next week or two. An Achilles rupture is a very serious injury and I will be facing anywhere from 4-6 months of rehab going forward. The description of the position seems like such a great opportunity that I didn't want to pass up the offer for a phone interview. I hope this will not hinder the process but I wanted to make sure you knew my situation up front. We have mentioned to all candidates that we seek to have the new position filled in the next 4 weeks. If the person is on medical leave, I'm not sure they will be able to come in to our office for an interview. How would you suggest we handle this situation? More

  • Showing
  • per page, 203 total