As the pandemic rages through Kentucky and the holidays right around the corner, Governor Beshear just issued an executive order mandating significant restrictions on businesses to slow down the escalating spread of COVID-19 – with restaurants and bars being one of the hardest-hit industries. However, the order contains a financial path forward for businesses impacted by the new round of closures. What do Kentucky hospitality employers need to know about these new developments?
In a new effort to temper the rising COVID-19 spread, the Shelby County Health Department just issued a new health directive imposing new restrictions on “high risk settings,” including restaurants, bars, and gyms, which took effect on November 23. To account for the financial impact that Health Directive No. 15 may have on businesses, the Health Department announced a new program that will provide grants of at least $5,000 “for any business that faces closures of at least 30 days that is substantially related to Health Directive No. 15.” What do area employers need to know about this latest development?
How you resolve things after an outburst—within yourself and with your co-workers, manager and boss—is of paramount importance for both your career and workplace culture. How can you set things right? SHRM President and CEO Johnny C. Taylor, Jr., SHRM-SCP, answers HR questions for a weekly column in USA Today.
President-elect Joe Biden has indicated that his administration will be more aggressive in minimizing employers’ use of noncompetition clauses in employment contracts and institute an outright ban on no-poaching agreements.
An employee could not prove associational discrimination based on his grandfather’s disability when the employer made ample efforts to accommodate the employee’s need to care for his grandfather and the employee did not suffer an adverse action.
The Louisiana Supreme Court reversed a district court’s decision to reinstate an assistant fire chief who was fired for misrepresenting his whereabouts during the workday.
The EEOC recently released a draft of its updated guidance on religious discrimination, which – if adopted and finalized – could alter the legal standards applied in workplace disputes for the nation’s employers generally and educational institutions specifically. While the November 17 release will not be finalized and adopted until a public comment period expires in mid-December and the commissioners have an opportunity to address specific concerns, the upcoming changes at the White House will not necessarily slow down the process. What do employers need to know about this development?
A good social media profile, with proper focus on an achievable target job, should be part of the foundation of any job search, writes career columnist Martin Yate. It increases your visibility with headhunters and corporate recruiters, not to mention possible networking connections all over the world. But it is only part of the strategy to get interviews and job offers.
California’s gradual climb to a $15 minimum wage will continue on Jan. 1, 2021, and some local minimum wages will increase at the same time.
A recent update from the Centers for Disease Control and Prevention (CDC) could eventually lead federal workplace safety authorities to conclude that employers have significant additional obligations when it comes to their employees wearing cloth face masks. While the heavy lifting may not start until President-elect Biden takes office, employers may want to track recent developments so you are prepared to quickly pivot if compliance changes do take place.
100% SHRM Affiliate Chapter
P.O. Box 494923, Redding, CA 96049
- January 12, 2021 @ 11:30 am - 1:00 pm