Volume 23 | June 2024

HR and the Law in the News

NLRB Rules on Workplace Respect; EEOC's 2023 Stats, DOJ Seeks to Reschedule Cannabis, Reasonable Accommodations; GovCon Portal Deadline, and more!


U.S. EEOC Publishes 'FY 2023 Charges Statistics



On May 17th, the U.S. Equal Employment Opportunity Commission its 'FY 2023 charge statistics. I find this year's trends as interesting as last year's. One protected status landed in the top five for the first time since data has been published beginning in 1997.

Click here for the top five and more trends.

DOJ Seeks to Reschedule Cannabis

On May 16th, the U.S. Department of Justice published notice that it submitted to the Federal Register a notice of proposed rulemaking initiating a formal rulemaking process to consider moving marijuana from a schedule I to schedule III drug under the Controlled Substances Act (CSA).

 Click here to read more.     
Give Respect Earn Respect

Does Your Professional Conduct, Respectful Communications, or Civility Policy Violate the NLRA?


An employer maintained two policies regarding workplace conduct. One was “How we communicate: Partners are expected to communicate with other partners and customers in a professional and respectful manner at all times.” The other was, “Commitment to a respectful workplace: We treat each other with dignity and respect and connect with transparency.” Sounds pretty straightforward, yes? Not so, said the NLRB.

Click here to read more .   
Rear view of themis statue with balance scales

When Worlds Collide:

Accommodating Religion, Gender Identity & Other Competing Interests


The U.S. EEOC recently published Guidance that reads, in part, Special considerations when balancing anti-harassment and accommodation obligations with respect to religious expression ...while an employer may need to provide a religious accommodation that disrupts [c]omplete harmony in the workplace, the employer should take corrective action to address religious expression that creates, or threatens to create, a hostile work environment, or otherwise would result in undue hardship.”

What does that look like? Click here for some practical examples.

To Tell or Not to Tell - Rule on Applicants' Duty to Request Reasonable Accommodation


From time to time, I hear employers', managers', and HR professionals’ frustration when they learn a new employee failed to disclose in an interview that the employee needs a reasonable accommodation. So, what's the rule? When does an applicant have an obligation to disclose the need for a reasonable accommodation...and for what?

Fashion portrait of serious woman dressed as a secret agent or spy. Gray background.
Click here for examples and more information.

Got Government Contracts?


Covered federal contractors and subcontractors must use the OFCCP's Contractor Portal to certify, on an annual basis, whether they have developed and maintained an Affirmative Action Plan (AAP) for each establishment and/or functional/business unit, as applicable. The deadline is July 1, 2024.

Clock with words deadline on its face
Click here for more information & why it's a good idea to file timely!  
Close up of businessman hands breaking employment contract. Boss dismissing an employee. Bankruptcy redundancy and getting fired concept. Employee losing job or failing interview. Human resources

FTC Publishes Final Rule Banning Noncompetes


It seems like old news now. In case you missed it, on May 7th the Federal Trade Commission published its final, “Non-Compete Clause Rule.” The final rule differs in a variety of ways from the proposed rule and is scheduled to take effect September 4, 2024.

Click here for highlights and more information.
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Discounted individual and group subscriptions remain open. Subscribe now and still get access to all 11 webcasts in 2024 for the price of 8!


New time to include and engage west coast HR Peeps! Usually, the 4th Wednesday of each month, with a few exceptions, Noon - 1:15 pm ET



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UPCOMING PUBLIC EVENTS








Click here for a full listing of ALL upcoming and archived events!

This publication does not constitute the rendering of legal advice. Please consult your company's legal counsel for guidance on any matter. 

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