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Sep

14

2018
  • Posted by: Kalani Morse
  • News

Sex Harassment Training Now Mandated by Law in Delaware:

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Starting Jan. 1, 2019, all Delaware employers with 50+ employees must provide sexual harassment prevention training. Applicants and contractors are not counted in determining the 50+ employee count and need not be trained. Employees working less than six months need not be trained either. The employee harassment training provided must:

  1. Be interactive and focus on sexual harassment prevention,
  2. Be completed within one year of a new employee starting work, or by Jan. 1, 2020 for existing employees.
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Sep

04

2018
  • Posted by: Kalani Morse
  • News

EEOC sues Private Club in San Diego Club, for Egregious Sex Harassment

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EEOC sues Private Club in San Diego Club, for Egregious Sex Harassment:  The general manager of the Fairbanks Ranch Country Club allegedly subjected female workers to a long list of serious no-nos:

  • asking for nude pics
  • grabbing buttocks,
  • trying to kiss them
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Sep

04

2018
  • Posted by: Kalani Morse
  • News

IRS Approves Employer's Use of 401(k) Matching Plan to Offer Student Loan Repayment Benefits

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The IRS just approved one employer's offer to make extra 401(k) contributions to employees who use part of their salaries to paying down student loans. See https://lnkd.in/gKzM_vk

The specific program approved by the IRS promises to make year end 401(k) contributions equal to 5 percent of an employee's salary for employees who contribute at least 2 percent of their salary toward their student loans in a year.

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Aug

30

2018
  • Posted by: Kalani Morse
  • News

NLRB Asks if They Should Allow Employers to Ban Unions from Company Email, Cellphones, Texts, etc.

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Every 7 years or so, the NLRB changes its position on whether employers must allow those with work-related access to use company computers and networks to send and receive union-related emails. 

Most recently, in Purple Communications, Inc., 361 NLRB 1050 (2014), the Board held that employees with work-related access to company email can also use that email during non-work times to send/receive emails protected by Section 7 of the NLRA.  That includes emails about union grievances, organizing campaigns and any other discussion about terms and conditions of employment.

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