News

This Tip (the second in a two-part series) walks you through two additional scenarios where you may find yourself faced with having a difficult conversation with your employees, and provides best practice considerations.  

You may be familiar with the old saying, “spring ahead and fall back” to remember which way to move your clocks during the switch to daylight saving time and standard time. Daylight saving time (DST) begins each year on the second Sunday in March at 2 a.m. (local time). Clocks must be moved ahead one hour when DST goes into effect. The changeover back to standard time (ST) occurs on the first Sunday in November at 2 a.m. (local time). Clocks must be moved back one hour. This year DST ends in most of the United States at 2 a.m. on Sunday, November 6.  

With flu season upon us, employers are reminded of just how important it is to be prepared to handle epidemics and other biological threats in order to protect their employees and their organizations. From employees with bedbugs and lice, to more serious – potentially life threatening – communicable illnesses, this week’s Tip provides best practice guidance for employers on how to respond to the threats presented by these epidemics, including how to handle the employee who is the source of the outbreak. 

Many state (and local) jurisdictions have enacted laws that restrict employers from asking an applicant about his/her criminal conviction history on application forms.  Some even prohibit these types of questions until after the employer makes a conditional offer of employment.  Laws containing these mandates and restrictions are commonly referred to as "ban the box" laws.  Below we provide answers to common questions about criminal background checks and ban the box laws.