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Updates to the DOL Guidelines for ERISA Audits
As an HR professional, you are well aware of the meticulous attention required to adhere to state and federal labor laws, given their periodic alterations. Often, these modifications introduce new and occasionally more stringent requirements. However, a recent update in Department of Labor guidelines for ERISA plan audits might simplify compliance efforts. What is an […]
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Tips on Completing the EEO-1 Survey
The deadline for the EEO-1 survey has been extended by the Equal Employment Opportunity Commission (EEOC) to June 21, 2022. Employers should be aware of key details regarding this HR compliance form, including instructions on completion and the revised deadline. What Is the EEO-1 Form? The EEO-1 survey, also known as the EEO-1 Component 1 […]
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Why is Consistency in Employee Disciplinary Practices Important?
Consistency in employee disciplinary practices is crucial for several reasons, contributing to a fair and effective workplace. Consistency ensures that all employees are treated fairly and equally. When similar infractions result in consistent consequences, it helps build trust among employees that the disciplinary process is unbiased and not influenced by favoritism or discrimination. Consistent disciplinary […]
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Don’t Let Bias Run Your Employees Away
Numerous research studies emphasize that the significant factors contributing to attrition among Black, Indigenous, and people of color in the workplace are subtle racism and exclusion. In August 2023, a Diversity, Equity, and Inclusion (DEI) report from a research firm underscored persistent tensions related to diversity in the United States and parts of Europe. Among […]
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Are Your Employee Non-Disparagement Clauses too Ambiguous?
Non-disparagement clauses are contractual provisions that prohibit individuals, typically employees, from making negative or damaging statements about their employer, the company, or its representatives. These clauses aim to prevent the spread of harmful information, criticism, or disparaging remarks that could harm the reputation of the employer or its employees. Non-disparagement clauses are often included in […]
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