Is pro-worker good business?

Article Abstract:

The government's message that a skilled and empowered workforce is essential to global competitiveness is not supported by existing labor laws. In fact, most labor laws are inappropriate for today's business environment because they were passed in the 1930s and 1940s when the popular thinking was that employees and employers had conflicting interests and could not achieve a cooperative relationship. For HR practitioners of the 1990s, working around these outdated laws to develop employees for the modern marketplace can be a very frustrating exercise. The Fair Labor Standards Act of 1938, for instance, makes it very difficult for companies to offer flexible work arrangements. The National Labor Relations Act of 1935 hinders employee empowerment initiatives because it bans employers from working with nonunion employee groups to discuss employment issues. The status of labor laws will depend on who will win the 1996 presidential elections and which party gets control of Congress.

Interpretation and construction, Cover Story, Labor law

---

The final FMLA regulations - what they mean to HR

Article Abstract:

Labor attorney Donald R. Keller believes that compliance with the final regulations for the Family and Medical Leave Act (FMLA) will be problematic for many employers. This because the law is still very new, having taken effect only on Apr. 6, 1995, and employers have to learn from their mistakes. Keller cites two major changes to the law that firms must take into account. The first change requires employers to answer an employee's request for the designation of paid FMLA leave within two working days. The second requires employers to inform and advice employees who are on unpaid FMLA leave and who run the risk of losing their insurance coverage about the impending insurance lapse. Failure to comply with the first change will mean that the employer will not be able to count the days between the deadline and the time of actual employee response under the FMLA leave. Non-compliance with the second change means that the employer will have to continue to employee's coverage.

Pension & Benefit Regulation, Interview, Pensions, Sick leave, Family leave, Keller, Donald R.

---

The Immigration Reform and Control Act demands a closer look

Article Abstract:

The Immigration Reform and Control Act (IRCA) of 1986 was enacted to ensure that jobs are given only to people who are legally eligible to work in the country. It requires all employers to verify both the identity and employment eligibility of new employees within three days of hiring. The law also provides protection to immigrants by prohibiting employment discrimination based on citizenship and national origin. The difficulty for employers is striking a balance between these two requirements. Companies must be able to verify the eligibility of workers in a way that does not go against any of the IRCA's anti-discrimination regulations. Employers found to violate the law are subject to stiff penalties. Peter Schneider of Kaufman, Naness, Schneider and Rosenweig offers tips for keeping on the right side of the IRCA.

Alien labor, Illegal immigrants, Foreign labor

Similar abstracts:

• Abstracts: Union involvement in workplace decision making: implications for union democracy. What's happening inside US unions: democracy and union politics
• Abstracts: Employee benefits. The changing nature of expatriation and its impact on employee benefits. Employee benefit practices in China
• Abstracts: Social partner views on policy initiatives and social dialogue. New agreements in chemicals
• Abstracts: Is your investment education program designed to be all things to all people? Supplemental employee retirement plans: what they are and how they should be used
• Abstracts: Pension problems and proposals for future reform in Japan. Pension developments in the UK. The 1994 pension reform in Japan and future issues

This website is not affiliated with document authors or copyright owners. This page is provided for informational purposes only. Unintentional errors are possible.