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Sep

14

2018
  • Posted by: Kalani Morse
  • News

Sex Harassment Training Now Mandated by Law in Delaware:

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

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

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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Sep

04

2018
  • Posted by: Kalani Morse
  • News

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

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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Aug

30

2018
  • Posted by: Kalani Morse
  • News

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

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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