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Legal and Compliance News

February 6, 2018

Question: Our company is considering adopting a paid family leave program for employees. I think I read something indicating paid family leave was addressed in the tax bill that passed late last year. Is that true?

Answer: First of all, kudos to you. Paid family and medical leave policies are a great benefit for employers to adopt to stay competitive in the current market and have become a necessity in the several states that have adopted paid family leave laws or regulations.
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WILL YOUR JOB DESCRIPTIONS SHIELD YOU IN A POTENTIAL WAGE AND HOUR AUDIT?

Wage and hour laws and regulations are always a hot topic. Many employers spent a good part of 2016 ensuring compliance with the Department of Labor (DOL) Wage and Hour Division’s proposed changes to overtime rules that were scheduled to go into effect in 2016.
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SEXUAL HARASSMENT CLAIMS BECOMING MORE EXPENSIVE FOR EMPLOYERS UNDER NEW TAX LAWS

As if sexual harassment claims were not costly enough for employers, new tax laws (enacted December 22, 2017) prevent employers who settle sexual harassment claims with confidentiality or nondisclosure agreements from deducting the settlement and any associated attorney’s fees as a business expense in certain cases. Read more about how this could impact employers.
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BEST PRACTICES FOR ENSURING COMPLIANCE WITH SALARY INQUIRY BANS

Several states and localities have enacted laws or ordinances that ban employers from asking about an applicant’s past salary or compensation. Some experts believe this trend could expand to more cities and states in 2018. Check out these best practices for ensuring compliance with these requirements.
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WHAT THE FEDERAL GOVERNMENT’S CHALLENGE OF STATE MARIJUANA LAWS MEANS FOR EMPLOYERS

Compliance with employment laws and regulations can be hazy on a good day; however, the federal government’s purported stance on state laws legalizing the use of marijuana may make compliance even less clear for employers. Read more about the federal government’s position and its potential impact on employers.
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This information is provided as a service to our clients. It is designed to provide general information on the topics covered. It is not intended to be a comprehensive summary of recent developments in the law, treat exhaustively the subjects covered, provide legal advice, or render a legal opinion. Ardent Solutions is not a legal firm and not responsible for any legal advice. To fully understand how this or any legal or compliance information affects your unique situation, you should check with a qualified attorney. Should you wish to consult with our attorney partners to understand how this information affects you, please contact us.

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