In an effort to adapt to a declining economy, changing technology, or increasingly competitive landscape, many companies are faced with the option of strategically restructuring their businesses through a reduction in force. While making the decision to downsize is never easy, the implementation process can be just as challenging for HR professionals and management.
Leave issues present some of the most challenging issues for employers. Just when you think you’ve got a grip on how the FMLA, ADA and state workers’ comp laws intersect from an employment law standpoint, complex health plan coverage issues come in to play to throw you another curve ball. And if your strike out on these issues, the penalties could be very costly.
When the EEOC released its latest ADA regulations, the agency made it clear that employers should be less concerned with determining which employee impairments qualify as a disability and, instead, focus their efforts on trying to provide reasonable accommodations so that employees can continue performing their essential job functions.
While the end of the year may be winding down, there’s no slowdown in sight for employers trying to keep pace with the Affordable Care Act’s ever-expanding compliance requirements and approaching deadlines. With so much to do and so little time, what’s an employer to do?
During this one-hour complimentary webinar, employee benefits attorney Jim Prince, employment attorney Paul Ross, and moderator Charlie Plumb break down the Windsor and Bishop rulings, discuss employer obligations regarding the treatment of same-sex spouses under federal law, and provide analysis of what controversies may still lie ahead.
Since the landmark Pregnancy Discrimination Act of 1978 amended Title VII of the Civil Rights Act to prohibit sex discrimination on the basis of pregnancy, a myriad of federal employment laws have been enacted, creating confusion for employers and courts alike as to how pregnant workers must be treated in the workplace.
In recent years, companies and organizations designated as “applicable large employers” under the Affordable Care Act have had to focus much of their attention on understanding and complying with the ACA’s complex “play-or-pay” rules, which — starting next year — generally give employers a choice between offering full-time employees and their dependents health coverage or paying certain penalties.