Articles

Ensure your policies included in your employee handbook are in compliance based on federal laws. Read more

If your U.S. company does not have a unionized workforce, you may think that Section 7 of the National Labor Relations Act (“NLRA”) has nothing to do with you. Guess again. Section 7 protects the rights of all employees (unionized or not) to engage in what is called “concerted protected activity.” And that probably means a lot more than you might think. Read more

The holiday season is upon us – a time when many companies (and/or managers) may be organizing holiday parties, decorating offices, throwing off-site parties or holding secret gift exchanges between coworkers. Many employers, however, don’t realize the risks involved with celebrating the holidays and its festivities. The following are five key issues employers should proactively watch and plan for during this holiday season. Read more

There are many Ontario companies still not in compliance with the laws for employers. Regardless of where your company is based, this article will give you insight and help you become compliant— to a degree. This is not an easy task, as laws change often. If your research is not up-to-date, you risk having the wrong information. Read more

Earlier this week of November 18, 2011, the United States District Court, District of Columbia ruled that a federal contractor will be required to produce additional compensation data as requested by the Office of Federal Contract Compliance Programs. What does this decision mean for employers? Get ready to produce your compensation data to the OFCCP, even if initial threshold analyses don’t indicate any discriminatory practices. Read more

Managers often get promoted to their positions without any formal training as to how to be an effective leader. Even more important today is for managers to understand the legal implications of their actions and know how to protect your organization from liability. Read more

Some organizations may be considering a reduction in force. When exploring the option of a reduction in force, it is important that corporate counsel is involved. Corporate counsel will be able to advise on the legal implications of the reduction, to protect the interests of both the employer and the employees. The following ten points are designed to facilitate the discussion with your legal department when having a reduction in force conversation. Read more

In our society, weight matters. But did you know that employers have internalized this idea as well? A few extra pounds could lead to a lighter paycheck. There may be a need for new legislation addressing weight discrimination. Read more