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Issue #79
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News from UEA
June 2016
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UEA "Off-the-Clock" Happy Hour: Preparing for the New Overtime Requirements
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Date:
June 23rd
Time
3:00 p.m. - 6:00 p.m.
Location:
Riverside Golf &
Country Club
8105 NE 33rd Dr. Portland, OR
Cost:
Free for UEA Members!
With the Department of Labor's long awaited change to exempt employee rules finally announced, employers should start planning now!
Join us as we share ideas to help you prepare for the new DOL rules.
Following our
presentation,
please stay to enjoy appetizers, wine, beer and
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If you missed UEA's Employment Law Alert about the changes, you can read it here.
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Leadership Workshop
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Date:
June 14th
Location:
HR Answers, Inc.
7650 SW Beveland St. Ste. 130, Tigard, OR
Cost:
$80 UEA Member/
$95 UEA Nonmember
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Connect with UEA on Linked-In!!
OR
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Greetings!
Summer is almost here and with the change in seasons come other changes employers need to note.
OSHA will soon require many employers to submit workplace injury and illness data. Employers need to steer clear of potential discriminatory screening procedures as well as review their current social media policies.
UEA is introducing The HR Beat, a collection of informative articles designed to keep employees apprised of best practices. Click here to access articles designed to help you succeed!
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OSHA's Final Rule for Reporting Workplace Injuries and Illnesses
Beginning this August new OSHA rules will require certain employers to submit to OSHA injury and illness data that they are already required to collect, which will be posted on the agency's website.
Under the new rule, all establishments with 250 or more employees in industries covered by the recordkeeping regulation must electronically submit to OSHA injury and illness information from OSHA Forms 300, 300A, and 301. Establishments with 20-249 employees in certain high hazard industries must electronically submit information from OSHA Form 300A only. The final rule is effective August 10, 2016 and can be found here.
Click here to read more
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Actively Avoid Discrimination When Hiring
A recent DOL decision is a good reminder to employers to stay mindful of avoiding discrimination in hiring practices.
For a second time, the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) has determined that a federal food service contractor systematically discriminated against 926 qualified women seeking entry-level warehouse laborer jobs.
Gordon Food Service, Inc. (GFS) of Wyoming will pay a total of $1.85 million to female applicants and hire 37 female applicants after an OFCCP investigation concluded the company systematically eliminated qualified women from the hiring process through various discriminatory means, including the unlawful use of a strength test.
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Social Media Policies in Employee Handbooks
Lots of employers have social media policies. Is your social media policy inadvertently violating the rights of employees to discuss the terms and conditions of employment among themselves and non-employees?
Were you even aware it could be?
Employer social media policies often violate the National Labor Relations Act Section 7 rights of employees to organize, strike or, in general, to engage in protected, concerted activity. Overbroad policies which restrict those rights are unenforceable. Even if employers are not enforcing the policies, the existence of the policies alone violates employees' protected, concerted activity.
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We are hosting a free Member Event this month at the Riverside Golf and Country Club! See side panel for more details.
UEA is a trusted resource for Northwest employers. Our staff attorneys and experts are standing by to answer your HR, labor relations, and employee relations questions. Give us a call--we can help!
Sincerely, |
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United Employers Association
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