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Check out this month's issue for news and updates related to Employment Issues on the Horizon, Deadline for Filing VETS 4212 extended; & Upcoming Events!
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Hurry Up & Wait: It'll Change
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I have never met a business owner who said he or she started a business for the thrill of navigating risk, operating under a general lack of clarity or jeopardizing the business' success. Yet that is what we all do, nearly every day. Consider the following issues that are unclear today and poised for change tomorrow:
Can state law require a private sector business to offer a good, product or service that is in violation of the business owner's sincerely held religious belief
? The US Supreme Court (SCOTUS) will hear the case of a Colorado cake-maker who declined the request to prepare and design a cake for a couple's same-sex wedding because of his sincerely held religious belief. The Colorado Civil Rights Commission's position is that the cake-maker violated the state's anti-discrimination law.
Is sexual orientation protected under Title VII?
- Does Title VII of the Civil Rights Act of 1964, covering employers with 15 or more employees prohibit discrimination based on sexual orientation? In an interesting twist, the federal government is at odds with itself. Or, perhaps that is not so surprising. The US Department of Justice and US Equal Employment Opportunity Commission recently appeared before the US 2nd Circuit Court of Appeals (covering CT, NY, and VT). The former argued the answer was, "No;" the latter argued in the affirmative. While the decision will be binding in only the states covered under that Circuit, employers should take note of the EEOC's position, including that discrimination based on gender identity violates Title VII as well. Click
here
for more information.
Are arbitration agreements enforceable
? On October 3rd SCOTUS heard arguments as to whether a private-sector arbitration agreement, in which a non-supervisory employee waives the right to file or participate in a class action lawsuit against the employer violates the National Labor Relations Act (NLRA). The NLRA gives non-supervisory employees (union or non-union) the right to act in concert with one or more coworkers regarding wages, hours, plus other terms and conditions of employment. It prohibits employers from interfering, restraining or coercing employees in the exercise of those rights. So, the question is whether such an agreement is enforceable since it does require the employee to waive the right to act in concert with others in an action against the employer.
There are myriad issues and questions that receive a different answer depending upon federal, state or local law as well as the jurisdiction in which the question is asked. This makes operating a business and administering HR and employment policies, particularly for multi-state employers challenging to say the least.
Want to hear about more trends
?
Join this month's webcast
: "
Top Ten HR Trends..."
as we review legislative trends making their way across the country, proposing to impact your business operations and what YOU can do about it! Click
here
for more information.
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A SHRMStore
Great 8 Best-Seller
6 Years in a Row!
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Upcoming Events, Seminars & Presentations
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Wednesday, October 4th
, "
We Can't Do WHAT?! Latest Trends in Recruitment, Selection & Hiring
," presented during the Senior Care HR Executive Summit
SHINE conference
, Chicago, IL
Thursday, October 19th
, "
Pre-Employment Testing: Rights, Responsibilities & Testing
," 1st in a 3-part,
webcast series
hosted by AICC
, 2:00 ET.
Friday, October 27th
, "
Bullying, Harassment & Retaliation in Today's Workplace
," presented during
CV SHRM
's Annual Legal & Legislative conference. Hagerstown, MD.
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VETS 4212 - Extended Filing
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To accommodate the needs of those impacted by Hurricanes Harvey and Irma, Federal contractors who file their VETS-4212 Reports by
November 15, 2017
will not be cited for failure to file a timely Report or failure to comply with Federal regulations. This applies to all Federal contractors. Click
here
for more information.
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This publication does not constitute the rendering of legal advice. You should consult your company's legal counsel for guidance on any particular matter.
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FiveL Company | info@FiveL.net | www.FiveL.net
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