On Thursday, October 28, 2021, D. Scott Crook will be presenting with other distinguished faculty members at the upcoming National Business Institute (NB() Seminar, Mini Law School for Utah HR Professional, A Comprehensive Primer on Labor and Employment Law. Scott’s presentation will focus on Controlling Unemployment Compensation Costs. To register for the course, please click on the link above.
Read MoreThe Wage & Hour Division of the U.S. Department of Labor issued a “Field Assistance Bulletin,” providing more information regarding how it will be enforcing the new Families First Coronavirus Response Act (FFCRA). (In case you missed it, you can find an overview of the requirements in the FFCRA here.)
Read MoreIn the next installment of the Utah Employment Law Quick Tips, D. Scott Crook explains new legislation recently passed that requires employers to provide paid sick leave during the COVID-19 crisis. Last night (March 18, 2020), the President signed into law the Families First Coronavirus Relief Act. The Act’s provisions will become effective in 15 days (April 2, 2020).
Read MoreHiring is a compliance minefield. Laws, rules, and regulations loom at every turn to trip employers up. The process involved in verifying a person’s employment authorization is no different. Most employers know how to fill out an initial I-9 when taking on a new hire; but they often have questions about other aspects of I-9 compliance, such as:
Read MoreHiring is a compliance minefield. Laws, rules, and regulations loom at every turn to trip employers up. The process involved in verifying a new hire’s employment authorization is no different. Most employers know how to fill out an initial I-9 when taking on a new hire. But they often have questions about other aspects of I-9 compliance, such as:
Read MoreDiversity in the workplace has become a focus for many employers, and for good reason—companies benefit from having a variety of experiences, backgrounds, and viewpoints to draw from. But when people talk about “diverse” employees, they are usually referring to employees whose race, color, sex, national origin, religion, age, ability, gender identity, and/or sexual orientation are different from the employees traditionally found in the company.
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