As state legislatures continue their fervor for enacting employment-related laws, they simultaneously create ever more complex webs of legal compliance challenges for employers. In that vein, one trend that continues to obscure the lines of what is or is not a lawful employment practice is the use restrictive covenant agreements. It was not long ago that companies were essentially free to enter into a variety of restrictive covenant agreements with employees to protect business assets. However, with California leading the way, employers now need to have their fingers on the pulse of law changes in the various states in which they operate before deciding to implement new restrictive covenant agreements or consider enforcing an existing one.
In addition to the spread of paid leave requirements, many employers must now also comply with fair workweek laws. “Fair workweek” initiatives, also known as “predictive scheduling,” require employers to provide work schedules to employees in advance and pay employees if those schedules change without sufficient notice.
Staffing agencies jump through hoops to provide their clients with the best, most qualified candidates and stay competitive. Background checks and drug tests are often essential, and expensive. These screening tools assure staffing agencies that their candidates are appropriate for placement, but what should staffing agencies do when the client demands more than just a certification of the candidate’s qualifications?
On Tuesday May 28th, Maine Governor Janet Mills signed into law “An Act Authorizing Employee Leave,” (“the Act”). This new law will provide eligible employees with the ability to accrue up to 40 hours of paid personal leave per year. Unlike other paid leave laws around the country, Maine’s will be the first to allow the employees to use the paid leave for any purpose, including non-medical or personal reasons.
Did you know that over 68 million Americans have some type of criminal history? About as many Americans have criminal records as have college degrees. If you ask about criminal history on your applications to eliminate applicants with criminal records you may not just be eliminating one-third of your potential employees-you may be breaking the law!