fbpx
HR News December 2018

HR News You Can Use – December 2018

HR Legal Issues/Updates:

  • Expungement of criminal records and employer liability: Effective Dec. 27, 2018, among other things, SC employers must not use expunged information adversely against an employee, and an employer who employs a worker with an expungement must not be subject to any administrative or legal claim (for example, negligent hiring) related to the worker’s expunged offense.
  • Noting the passing of President George H. W. Bush earlier this month, we are reminded of his impact on employment law: he signed into law the Americans with Disabilities Act (ADA).

Holiday Parties: How much fun for everyone?

According to the 2018 Holiday Party Survey by Challenger, Gray & Christmas, just 65% of employers are holding holiday parties this year, the lowest rate since the 2009 recession. No doubt concerns about employer consequences of inappropriate party behavior is contributing to this reduction in merry-making. Clearly, holiday parties are a mixed blessing. Where and when should it be held? Should it be during the work day, or after work? Should spouses and dates be included, or not? Should alcohol be served, and if so, can it be effectively monitored? These are just some of the questions as HR professionals we face at holiday time. No doubt you have already made your plans for this year, but here are some last minute tips to ensure that a fun and hopefully liability-free time is had by all.

  • Send an email to your employees prior to the event, reminding them of your anti-harassment policy, and that the company’s expectation is for all party goers to behave professionally and respectfully to others, just as they do in the office. Follow-up immediately on allegations of inappropriate behavior at the event, conduct a thorough investigation of the facts, and if corrective action is warranted, apply it promptly.
  • Ask you supervisors and managers to keep their eyes and ears open during the party, to be alert to any inappropriate words or activity…. and, remind your management team to set a good example of appropriate behavior at the event.
  • Be sure to communicate that attendance at the event is optional, and be sure not to penalize employees who choose not to attend.
  • If you are serving alcohol, make sure you have a professional bartender mixing the drinks and advise them not to continue serving drinks to anyone appearing to be intoxicated. Introduce them to a member of management they can contact if they have any problems with guests at the bar. Also, provide plenty of food rich in carbohydrates and protein to slow the absorption of alcohol into the bloodstream.
  • Consider using drink tickets or a cash bar to limit the amount of alcohol consumed. Have a good selection of nonalcoholic drinks, and perhaps include a tasty “mocktail.” Although not perfect solutions, such options reinforce the company’s expectation that guests will not overindulge.
  • Arrange transportation for any employees appearing to be intoxicated, and communicate ahead of time that such transportation will be provided, if needed.

Employment Policy Roadmap for 2019

The Economic Policy Institute (EPI) is a non-profit, non-partisan think tank that proposes public policies to protect and improve the economic conditions of low and middle income working Americans. EPI has published their agenda of policy initiatives for Congress to take up next year. As the Democrats will be in control of labor and employment policy in the U.S. House of Representatives beginning in 2019, do not be surprised if you see a number of the following policy prescriptions being proposed over the coming two years:

  • End at-will employment
  • Amend the National Labor Relations Act (NLRA) to ban right-to-work laws, require first contract arbitration, increase penalties on employers, and limit employers’ ability to communicate with employees
  • Establish national paid sick leave and predictive scheduling
  • Increase the federal minimum wage immediately to $13 per hour, and set the salary basis for overtime eligibility to at least the $47,476 as proposed in the 2016 overtime rule
  • Ban pre-dispute arbitration agreements
  • Institute federal contracting “blacklisting” standards
  • Require employers to disclose employee wage data broken down by sex and race to the Equal Employment Opportunity Commission (EEOC)

Updated IRS Contribution Limits for 2019

In late November, the IRS released Revenue Procedure 2018-57, announcing updated contribution limits for the New Year.

Medical FSA Limit: $2,700

Monthly Mass Transit & Parking Limit: $265

Adoption Assistance Limit: $14,080

H S A Contribution Limit: Single Coverage- $3,500; Family Coverage- $7,000

++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++

This newsletter is not intended to provide legal guidance to you. We welcome your input on topics you would like to learn more about. We encourage you to contact the author of this newsletter, Caryl Kuchman, SPHR, SHRM-SCP at 803.729.8398 or at ckuchman@benefitcompany.com  if you have questions on any information presented.

Next Post Previous Post

Your email address will not be published.

The Benefit Company
5.0
Based on 13 reviews
powered by Google
Michael Taylor
Michael Taylor
15:28 07 Feb 20
I have been working with The Benefits Company for more than 3 years and our organization has been a client for many... more. Every member of the team is very responsive and professional. The often present to our C-Suite and the C-Suite values the partnership.TBC goes above and beyond with any request that we have as it pertains to our benefits or HR programs. Every year they present us with various considerations to consider for the next year. John Hearn is has great knowledge industry. Our account manager, Stacy Cook, is very responsive and is an extension of my team.read more
AngelaA
AngelaA
19:21 05 Feb 20
I can't say enough good things about my experience. During my cancer diagnosis, the last thing you want to worry about... is how your Insurance Company is going to actually work for you. I of course, had many questions, which were always answered in "full detail". Amy Towe, our Insurance representative could not have been more helpful. She would check on things for me and always got me an answer promptly. Amy was always available when ever I had a question. She defiantly made the entire process easier. I truly can say enough about her. Her caring was so appreciated throughout my entire journey.Angela Adamsread more
Anne Lalinde
Anne Lalinde
19:09 05 Feb 20
Have worked with The Benefit Company for years through different companies. I appreciate the boutique level services... provided. The Benefit Company is a class act.read more
Marilyn Wiederhold
Marilyn Wiederhold
17:36 05 Feb 20
I have worked with The Benefit Company for over 8 years. They are the best!! Amy Towe and Christine Muro are so... helpful. they make my life so much easier!!read more
Andrea Glass
Andrea Glass
17:30 05 Feb 20
My experience working with the benefit company has been SENSATIONAL! They are truly customer driven, and go above and... beyond to deliver amazing customer service!read more
See All Reviews

This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.

This newsletter is not intended to provide legal guidance to you. We welcome your input on topics you would like to learn more about. We encourage you to contact the author of this newsletter, Caryl Kuchman, SPHR, SHRM-SCP at 803.729.8398 or at ckuchman@benefitcompany.com  if you have questions on any information presented.