Stakeholders are demanding that public companies demonstrate how they plan to incorporate ESG priorities into all facets of their businesses. But what is ESG?
ESG:101
| Jackson Lewis Filed Under: General (HR)
Archives for May 9, 2023
ESG:101
Geetha Adinata Named to Lawdragon’s 100 Leading Immigration Lawyers Guide
FordHarrison LLP, one of the country’s largest management-side labor and employment law firms, is pleased to announce that Geetha N. Adinata, Partner in the firm’s Los Angeles office, was listed in Lawdragon’s 100 Leading Immigration Lawyers Guide in 2023.
U.S. Department of Transportation Approves Oral Fluid Testing for Drug Testing
On May 2, 2023, the U.S. Department of Transportation (DOT) published a final rule amending its regulated industry drug testing program to allow for oral fluid testing.
Florida Bill 1718 Would Require Some Employers to Use E-Verify System
The Florida legislature recently passed Senate Bill (SB) 1718 , which, if signed into law, would require both private employers with twenty-five or more employees and public employers in Florida to use the E-Verify system to verify the employment eligibility of new employees starting July 1, 2023.
New York State Budget Brings Sweeping Changes to the Home Health Care Industry
New York Budget for FY 2023-2024 includes legislation affecting the home care industry. Budget provisions change the home care worker minimum wage, implement NY Department of Health compensation oversight standards, create a Managed Long-Term Care oversight standard, and institute additional requirements for the home health industry.
OSHA Launches Nationwide Program Focusing on Workplace Falls
On May 1, 2023, the Occupational Safety and Health Administration (OSHA) announced a new National Emphasis Program (NEP) to prevent and reduce workplace falls. For the last 12 years, 29 CFR 1926.501 (Duty to Have Fall Protection) has topped OSHA’s list of most frequently cited standards. Despite the agency’s
CDF Wage and Hour Task Force – Monthly Tips: Regular Rate of Pay Calculation – What needs to be included and why does it matter?
This is the fourth post in our monthly series of CDF’s Labor & Employment Law Blog providing California employers with wage and hour compliance tips and best practices.
In California, non-exempt employees who are not part of a proper alternative workweek schedule are entitled to overtime wages at one and one-half times the employee’s regular rate of pay for any time worked over (a) eight (8) hours in a single workday, (b) forty (40) hours in a single workweek, or (c) six (6) days in a single workweek. Further, overtime is paid out at double an employee’s regular rate of pay for any time worked (a) in excess of twelve (12) hours in a single workday or (b) in excess of eight (8) hours on the seventh day of a workweek.
For many employees, the calculation is simple enough using the employee’s base hourly rate multiplied by either 1.5 or 2.0 to determine the Overtime or Double Overtime rate for the corresponding hours in accordance with the above requirements. However, the regular rate of pay calculation may become increasingly more complicated when other forms of remuneration, such as incentives, are paid out, or when an employee is paid at multiple rates.
Below is a list of some of the primary forms of other “remuneration” that employees may receive as well as a discussion of when such payments may or may not impact the regular rate of pay calculation:
How Has Your Experience at Work Changed During the Pandemic?
Hybrid models, layoffs, labor rights movements and more have shifted the way people work. Tell us about how your job has changed.
Employees Are Losing Patience with Change Initiatives
A Gartner survey found that employees’ willingness to support enterprise change fell from 74% in 2016 to just 43% in 2022.
Keep winding up in a toxic workplace? Here’s how to break the cycle
You may have subconsciously built up a tolerance for bad bosses and toxic colleagues, this executive coach says. It’s time for healthy change.
Bringing A.I. Tools to the Workplace Requires a Delicate Balance
Move too slowly, and risk getting left behind. Move too quickly, and neither the staff nor the technology may be ready.
Workers Say It’s Harder to Get Things Done Now. Here’s Why.
Many people spend two full days a week on email and in meetings alone, new data shows
What CHROs should know about the EEOC’s updated workplace harassment prevention recommendations
The EEOC’s updated harassment guidelines put a greater focus on leadership accountability.
Goldman Sachs to Pay $215 Million to Settle Female Employees’ Discrimination Case
The Wall Street bank will engage an independent expert to review pay practices and employee performance evaluations
Goldman Sachs to pay $215 mln to settle gender discrimination lawsuit
Goldman Sachs Group Inc (GS.N) agreed to pay $215 million to settle a long-running class-action lawsuit that alleged widespread bias against women in both pay and promotions, a joint statement from the company and the plaintiffs said.
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