NYS Passes Sexual Harassment law
Employers, initially, should evaluate existing sexual harassment prevention policies and education regarding non-employees in the workforce, including independent contractors.
Employers should review existing sexual harassment policies and training programs for compliance with the Budget’s minimum standards, and revise them accordingly if necessary.
New York employers should review standard settlement and arbitration agreements in connection with sexual harassment complaints, and revise them in light of the Budget’s requirements.
Survey Shows 94% of PEOs Expect an Increase in Employees
Survey Shows 94% of PEOs Expect an Increase in Employees Professional Employer Organizations (PEO) growth doesn’t appear to be slowing down. Earlier this year, NAPEO released the results from there 2017 Q3 Industry Pulse Survey. The findings showed that PEOs are...
Handling Snow Days and Employee Pay
Handling Snow Days and Employee Pay Spring started yesterday but Old Man Winter did NOT get the Memo. So what to do if it snows and employees are unable to get to work? IF YOU CLOSE YOUR BUSINESS If your company decides to stay open during bad weather,...
Case Study: Law Firm and PEO Solution
Case Study: Law Firm and PEO Solution Professional Services: New York Law Firm’s Benefit Benchmark Study Reveals Gap In Offerings A law firm with a benefit offering below the New York law firm benchmark, no HR person on staff, no formal recruitment strategy and no...
Updating Your Employee Handbook for Benefit Provisions
Employee Handbooks are important 4 informing employees of their rights and duties, communicating available resources, and outlining paid time off policies.