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Compliance and Legal

In this area you will find articles unique the legal and compliance challenges companies face today. Learn methods of prevention, risk management and safety for your business.


Disparate Impact Analysis
Data, information collection,and maintenence

There are two types of illegal employment discrimination:

1.     Disparate Treatment- Treating an individual or several individuals different from other people based on their membership in a protected class under Equal Employment Opportunity laws. Protected classes include such things as Race, Color, National Origin, Religion, Sex, Pregnancy, Mental Disability, Physical Disability, Age, Veteran Status and other groups designated by state laws.

Read more: Understanding ADVERSE IMPACT AND THE 80% (OR 4/5THS) RULE

“F Bombs” as Protected Speech?

The National Labor Relations Board (“NLRB”) recently concluded that an employee who made concerted complaints about compensation did not lose the protection of the National Labor Relations Act (“NLRA”) despite the fact that the employee dropped “f-bombs” in the face of the owner of the company.

Read more: “F Bombs” as Protected Speech?


All employers will be faced at some point with ending an unsuccessful employment relationship. California is an “at-will” state, so an employer may terminate an employee for any reason except an illegal one (for example, because of an employee’s race or gender). Sound simple? Not so fast.


Working Interviews – Are They Legal?

JeanetteEirichI am a confessed foodie and enjoy learning and absorbing what I can about cooking, dining and entertaining.  My television seems to automatically land on Food Network and one of my favorite shows is Chef Wanted with Anne Burrell. 

Read more: Working Interviews – Are They Legal?

EEOC Holds Both Staffing Firms and Staffing Clients Responsible Under EEO Laws

Recently, the EEOC filed a lawsuit against Hire Dynamics, a staffing firm (click here for the EEOC press release).  According to the complaint, after a Hire Dynamics employee filed a charge of discrimination against one of its clients, the staffing firm retaliated by failing to give the employee any further job assignments or opportunities.

Read more: EEOC Holds Both Staffing Firms and Staffing Clients Responsible Under EEO Laws

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HCX Facts

Healthcare Costs grew a cumulative 138% between 1999 and 2010 and outpacing cumulative wage growth of 42% over the same period. Average employer costs for health insurance per employee hour rose from $1.60 to $3.35 during the 1999 to 2010 period. This almost 110% increase in average costs per hour was  much larger than the 39% increase in average employer payroll costs per hour for these workers  KFF


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