On President Joe Biden’s first day in office, his chief of staff asked all federal agencies to freeze proposed regulations and those with pending effective dates—which includes several workplace rules.
The 6th Circuit Court of Appeals recently held that employers cannot contractually shorten the statute of limitations for filing suit under the Americans with Disabilities Act (ADA) or the Age Discrimination in Employment Act (ADEA). The court’s January 15 holding in Thompson v. Fresh Products, LLC, extended a prior ruling from 2019 that prohibited enforcement of abbreviated claims period provisions on Title VII claims (outside of maybe arbitration agreements). The upshot? The Thompson decision has further blunted Kentucky, Michigan, Ohio, and Tennessee employers’ ability to reduce employment discrimination liability exposure through abbreviated claims period provisions. This article addresses the court’s logic in Thompson, what the decision means for employers in the 6th Circuit’s jurisdiction, and what those employers can do in response to this ruling.
Mandatory Retirement Plans – CA law now requires CA employers not already offering employer-sponsored retirement plan to begin retirement plan withholdings – either to an employer-sponsored plan or to Cal Savers. Employer participation is mandatory and registration deadlines vary based on employer size. For more information, please visit www.calsavers.com
This will be the starter subject at our February 26, 2021 Coffee and HR Convo – our Members Only networking monthly Zoom call.
The Consolidated Appropriations Act, 2021, which became law on December 27, 2020, makes significant changes to the employee retention tax credits available under the Coronavirus Aid, Relief and Economic Security Act (the CARES Act). The changes are generally designed to increase the availability, scope and amount of the credits. Significantly, employers that received a Payroll […]
The post COVID-19 Stimulus Package Significantly Expands CARES Act Employee Retention Tax Credits appeared first on EMPLOYEE BENEFITS BLOG.
https://www.employeebenefitsblog.com/2021/01/covid-19-stimulus-package-significantly-expands-cares-act-employee-retention-tax-credits/
Are you a California employer with 5 or more employees? Do you employ minors? If yes to both, as of 1/1/20 your human resources employees and frontline supervisors and managers are considered Mandated Reporters under the California Child Abuse and Neglect Reporting Law. This means these employees must be provided appropriate training in child abuse and neglect identification and training in child abuse and neglect reporting.
We have good news for you – there is a local non-profit in our area that provides this training for FREE – Pathways to Hope for Children. They offer this training monthly. Check it out to get your staff trained and meet these requirements. https://mcartpathways02102021.eventbrite.com. The link is on Northstate facebook page as well.
This will be the subject of our January 22, 2021 HR Coffee and Convo.
HR Coffee and Convo. We are excited to have something new for SHRM MEMBERS – the opportunity to network with your fellow HR professionals in NSSHRM, hear about other HR experiences, share your HR experiences, learn about best practices and lessons learned, and hopefully get to know each other a little better. This will be a voluntary, no registration, free, informal 1-hr Zoom gathering, come if you can.
We will have a starter topic that varies each month, and once we are done with that topic, it’s whatever is on your minds or on your desks – issues, questions, ideas, solutions. Let’s help each other be the best we can be.
Keep an eye out for emails for HR Coffee and Convo. If you are a SHRM MEMBER and do not see these emails, please contact membership@northstateshrm.org.
We are scheduling them for the 3rd Friday each month (with a couple exceptions), our next Coffee and Convo is scheduled for Friday, January 22, 2021 at 8am – starter subject is the Mandated Reporter Training Requirement.
P.O. Box 494923, Redding, CA 96049
