Our most popular HR blog posts of 2016, part II
Time for the next installment of myHR Blog‘s countdown to 2017! We are ringing out the year by sharing our most popular HR blog posts of the last 12 months. Last week, we covered such topics as absenteeism gone wild, employee engagement and preventing new hire failure. (Click here if you missed it.) This week, we cover three of the hottest topics from last spring.
Please enjoy part two of our “Best in Show”, as selected by the myHR Partner team.
On April 17, 2016, Governor Tom Wolf signed the bill legalizing medical marijuana in the Pennsylvania. Employers in the state, like those in over two dozen other states across the country, will now need to heed the protections offered to patients who use pot for medicinal purposes.
Is your company ready for this?
What are you required to do if you have employees who are medical marijuana users? Are your policies and employee handbooks up-to-date enough to accommodate this “new normal”?
MAY: Sweeping DOL Overtime Rule Changes to Impact Over 4 Million Employees Nationwide. Employers, are you affected?
Back in May, after much hullabaloo, the United States Department of Labor (DOL) published its major game-changing final rule updating the Fair Labor Standards Act (FLSA) overtime regulations. The ruling was so huge that, according to Fast Company, the percentage of full-time salaried employees that would now be eligible for overtime pay was to jump from 7% to 35%. The DOL estimated that over four million American employees would be impacted by these new standards. (Other estimates, like that of Economic Policy Institute went as high as 12.5 million workers.) Employers of every stripe spent months and months revising and upending their workforce frameworks and operations in order to be compliant by the December 1 deadline. Then, just before Thanksgiving (with less than two weeks until the deadline), a federal judge in Texas imposed an injunction on the ruling, stopping it from taking affect.
The injunction put many employers in a very difficult situation. Many businesses had already revised employee contracts ahead of the deadline, changed their management structures and told salaried workers they would need to be paid on an hourly basis, according to a Morning Call article that featured expert commentary from our president, Tina Hamilton, PHR. The DOL said it’s now considering all its legal options.
States all over the country dealt with legislation regarding sexual orientation and gender identity discrimination in 2016. Most notably, North Carolina enacted a new law that prevented the state’s cities and counties from passing their own anti-discrimination rules. It instead imposed statewide standards that leave out both sexual orientation and gender identity. In March, Georgia Governor Nathan Deal vetoed legislation that would have given faith-based organizations in the state the option to deny services and jobs to gay, lesbian, bisexual and transgender (LGBT) people. Here in our home state of Pennsylvania, Governor Tom Wolf signed two anti-discrimination orders prohibiting discrimination based on sexual orientation, gender expression, or identity. And more legislative efforts continue to grab headlines as we type.
No matter what side of this issue you fall on, one thing is clear for your business: staying in compliance with current state and federal laws regarding discrimination is an imperative.
We hope you have enjoyed our Q2 2016 walk down memory lane. Check back next week for blog highlights from July through September, which include posts about a new bill prohibiting employers from asking job candidates about salary history, what SmartCEO Magazine had to say about women leaders and how Fast Company Magazine came to us for our best summer slump advice. We had a busy summer!
In the meantime, we leave you with our very cool new print ad, because we can: