Now would be the perfect time to review the status of your workers and make sure they are properly classified before a new law goes into effect on December 31, 2017. The Employee Fair Classification Act establishes a new division within the North Carolina Industrial Commission called the Employee Classification Section whose purpose is to […]
Planning a holiday party for your employees? Consider this checklist to limit your potential liability: https://www.lextalk.com/b/lextalk_blog/archive/2017/11/18/holiday-party-liability-prevention-checklist-2017.aspx
In the past, court cases initiated by interns caused a lot of companies to shift away from giving college students an opportunity to learn and get credit for their time instead of a pay check. Many firms were cited with violating the Federal Fair Standards Act (FLSA), facing unexpected costs as a result. Recently, the
Workers’ compensation insurance covers an injured employee’s healthcare costs and income losses from injuries that occur while working. This can relate to pre-existing conditions that are aggravated, diseases caused by exposure on the job, injuries, and even stress and strains of a psychological or physical nature. I’m often asked by small business owners whether they
Corporate policies and procedures should be updated to reflect company culture and management goals, but also to comply with changes in rules and regulations. If you run a larger business, you likely have an employee handbook. Smaller companies may not have verbose handbooks, but should still have clear policies that are communicated to all employees.
Clients often ask me whether employee restriction provisions, such as non-competes, are enforceable. On a basic level, these provisions place restrictions on employees after their termination or resignation so that they cannot immediately begin working for a competitor, hiring away other employees of the company, or using customer lists. The keys to enforceability are specificity