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Legal Reports

Highlights - Read the current SHRM Legal Report

RIFs: Use Statistical Analysis To Avoid Disparate Impact Based on Age
Skirt the Maze of Class Actions
  		• California Becomes First State To Offer Paid Family Leave
  		• COBRA: A Plan Administrator's Roadmap for Compliance with COBRA Notice Rules
  		• Conflicts of Interest in Benefits Appeals Decisions: Beware of Costly New Risks
  		• FEES: DOL Guidance on Plan Expenses
  		• HIPAA Headaches: A Day in the Life Of a Human Resource Manager
  		• HIPAA: The New Health Insurance Reform Law's Effect On Group Health Plans
  		• Implications of the 1,000-Hour Rule for ERISA Retirement and Welfare Plans
  		• Legal Issues in Telecommuting
  		• Oft-Asked Questions (and Answers) Concerning Flexible Benefit Plans
  		• Pension Protection Act of 2006: Mandates and Options for Retirement Plans
  		• Reconciling the FMLA with State Leave Laws
  		• Reshaping the Retirement Benefit Bucket, EGTRRA-Style
  		• So You Think You Understand the Family and Medical Leave Act?
  		• Supreme Court Issues "No Harm, No Foul" Ruling In Landmark FMLA Case
  		• Tax Relief and Health Care Act Should Prompt Re-examination of HSAs
  		• The Family and Medical Leave Act: 10 Years Later
  		• Unemployment Claims: Think Before Challenging
  		• Updating Your FMLA Policy and Procedures
  		• Using Employee Benefit Plan Assets To Pay for Plan Administration
  		• Developing a 'Clock-Work' State of Mind: Avoid 'Off-the-Clock' Work Claims
  		• Don’t Delay 409A Review of Deferred Pay
  		• Labor Department Proposes Changes to 50-yr Old Rules on Exempt Employees
  		• Overtime Exemptions for White-Collar Employees: New Regulations Clarify Status
  		• Risky Volunteer Work: Self-Audits of Compensation
  		• The Antitrust Implications Of Compensation Benchmarking...Todd v. Exxon
  		• The Fair Labor Standards Act: Answers To Managers' Most Commonly Asked Questions
  		• UI Hearings: Make an Appealing Case
  		• Deferred Comp: Code Section 409A Imposes New Requirements
  		• A 'Bifocal Approach' to Anti-Harassment Training
  		• Accommodating the Alcoholic Executive
  		• Achieving Workplace Justice Through Binding Arbitration
  		• Anti-Discrimination Bonds: A Potentially Costly Investment
  		• Before Banking on Mandatory Arbitration, Consider the Interest
  		• Beware The Native Tongue: National Origin And English-Only Rules
  		• California AB 1825 Final Rule Clarifies Harassment Prevention Training
  		• Canadian Employment Law: A World Apart from Its U.S. Counterpart
  		• Cardinal Rules of Termination
  		• E-mail in the Workplace: How Much Is Private?
  		• EEOC Broadens Scope Of Retaliation Protections
  		• Electronic Communications in the Workplace: A New Challenge in Employment Law
  		• Eleven Tips For Effectively Handling & Responding To Charge Of Discrimination
  		• Employment Law and Practices Training: No Longer the Exception
  		• Equal Opportunity Reporting: New Requirements, New Best Practices
  		• Investigating Employee Misconduct
  		• Is It Time To Revise Your Employee Handbook?
  		• It's the Real Thing: $192.5 Million
  		• Michigan's Proposal 2: Affirmative Action Law Shifts at State Level
  		• New Developments and New Directions From the EEOC
  		• No-Fraternization Policies Under the Judicial Microscope
  		• Non-Employee Harassment
  		• Personal Liability and Employee Discipline
  		• Pros and Cons of Forced Ranking and Other Relative Performance ranking Systems
  		• Revisit Independent Contractor Classifications
  		• Sarbanes-Oxley Whistleblower Claims: The Meaning of 'Fraud Against Shareholders'
  		• Selecting the Right Arbitrator in Employment Disputes
  		• Sexual Harassment: Prevention and Avoiding Liability
  		• The ADA, FMLA, and Workers' Compensation: The Bermuda Triangle Of Employment Law
  		• The Civil Rights Act of 1991
  		• The Sarbanes-Oxley Act of 2002: New Federal Protection for Whistleblowers