Date: Jan 27, 2016
Make Your Employment Policies Meaningful; Pay Transparency for Federal Contractors
Are you the type of employer who likes to be proactive when it comes to employee issues that arise in the workplace, or would you describe your approach as more reactive, addressing issues only when they are thrust upon you? The answer employment attorneys most often hear is that smaller employers, particularly those with a limited number of employees, simply cannot afford to devote significant resources to proactive employment planning. Yet one of the most costly mistakes an employer can make is to adopt boilerplate policies they find on the internet or borrow from a colleague that are not specifically tailored to the unique circumstances of that particular company or industry. Many of those boilerplate policies are based on outdated law or law from a different jurisdiction. So how can you invest wisely in employment policies that will help your company combat the inevitable employment issues that arise while still balancing cost and time? This brief article will outline some of the minimum policies that your organization should consider adopting to help reduce legal exposure and minimize costly litigation. Read more in the article, Make Your Employment Policies Meaningful.
On January 11, 2016, the Department of Labor’s Final Rule on pay transparency among federal contractors took effect. This Final Rule implements Executive Order 13665, issued by President Obama in 2014, promoting pay transparency and openness, allowing employees and job applicants to openly share information about their pay and compensation without threat of discrimination. The new rule generally prohibits federal contractors from discharging or otherwise discriminating against applicants and employees who inquire about, discuss, and/or disclose their own compensation or the compensation of other employees or applicants. The new rule also includes new requirements for federal contracts, employee manuals and handbooks, and mandated postings. Read more in the article, Pay Transparency for Federal Contractors.Back to Articles