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Are you Ready for the New COBRA Regulations??
Under the American Recovery and Reinvestment Act, a significant change has been made in the area of COBRA provisions.
The Act was signed into law on February 17, 2009, with changes effective on March 1, 2009.
Employees who are involuntarily terminated from employment for other than gross misconduct between September 1, 2008 and December 31, 2009 will be eligible for the benefits of the Act.
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Equal Pay Act & Lilly Ledbetter Act
The Lilly Ledbetter Fair Pay Act of 2009, which states that the 180-day statute of limitations for pay discrimination resets with each new discriminatory paycheck, was signed into U.S. law on January 29, 2009, by U.S. President Barack Obama. The law was enacted in response to Ledbetter v. Goodyear Tire & Rubber Co., 550 U.S. 618 (2007), a U.S. Supreme Court decision holding that the statute of limitations for filing an equal-pay lawsuit begins at the date the pay was agreed upon, not at the date of the most recent paycheck, as a lower court had ruled. This precluded lawsuits by plaintiffs who alleged ongoing pay discrimination but who did not discover it until years after the discrimination began.
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Learn to Listen to Your Employees
Do you listen to your employees? Really listen? Letting employees talk is not the same as listening. You have to work at it, the same way you work at anything else you want to succeed at. Here are five things to remember that will make you a better listener:
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Employee Discipline: Essential Considerations
When an employee's performance is below expectations or his or her conduct on the job is unsafe or otherwise not acceptable, the supervisor or manager must act promptly to correct the situation. Acting promptly means communicating with the employee so that he or she is aware of the problem and what must be done to correct it—and possibly imposing some kind of sanction or disciplinary action.
While it may sound simple, disciplining employees is one of the hardest things a supervisor or manager must do. Focusing on the following goals can help:
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Heat Stress
Although the temperatures have not yet risen, it’s not too early to ensure your heat illness prevention plan is in place. California law requires employers to identify and evaluate workplace hazards and take the steps necessary to address them. Employers of outdoor workers at temporary work locations must be particularly alert and also plan for providing first aid and emergency medical services should they become necessary.
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