EMPLOYMENT LAW UPDATE »
Oklahoma passes law confirming enforceability of employee non-solicitation agreements
While non-competition agreements remain unenforceable under Oklahoma law, a bill recently signed by Governor Fallin confirms by a new statute that Oklahoma employers may enforce agreements prohibiting a former employee from soliciting a company’s employees to leave their jobs to work for another employer.
During the last several years, the National Labor Relations Board has taken an increasingly active stance in promoting unions and union organizing efforts. Yesterday, the U.S. Court of Appeals for the District of Columbia struck down one of the NLRB’s more recent efforts, which required employers to post pro-union posters in the workplace.
EMPLOYEE BENEFITS LAW ALERT »
U.S. Supreme Court decision takeaway: Employers should review the terms of their health plans
Last week, the U.S. Supreme Court issued its long-awaited decision in US Airways, Inc. v. McCutchen, which has important implications for many employer-provided health plans.
The U.S. Department of Health and Human Services recently released its final regulations – also known as the “Final Rule” or “Omnibus Rule” – modifying the privacy, security, breach notification and enforcement rules associated with the Health Insurance Portability and Accountability Act of 1996 (HIPAA). Employers have until September 23, 2013, to comply with the new requirements.
On March 8, 2013, the United States Citizenship and Immigration Service (USCIS) released an updated version of the I-9 Employment Eligibility Verification form. While the new I-9 form is effective immediately, employers have a 60-day grace period – until May 7, 2013 – to continue to use the prior version.
The U.S. Department of Labor’s recent issuance of final rules implementing important changes to the Family and Medical Leave Act (FMLA) includes a mandate requiring employers with 50 or more employees to display an updated poster no later than March 8, 2013, the date the new regulations go into effect.
MISCLASSIFIED WORKERS »
IRS temporarily expands tax relief program for businesses with misclassified workers
Call it an early holiday gift. Call it an instance of the government being responsive to the concerns of businesses with misclassified workers who just want to make things right and avoid stiffer penalties down the road. Either way, the IRS announced this week that it is temporarily expanding its eligibility requirements for its Voluntary Classification Settlement Program.
Classifying someone who performs work for you as an independent contractor or as an employee can have significant ramifications. The impact may affect obligations and liabilities for employment issues as diverse as health insurance, benefits, employment taxes, wage and hour, workers compensation, unemployment, and the like. During our recent webinar about independent contractors, many of [...]