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Veterans Day: Honoring All Who Served
We are grateful for your patriotism, service, and sacrifice.
Surety Industry Leaps Forward With Financial-Data Standards
Construction surety is about to get significantly more sure. Two trade groups, the National Association of Surety Bond Producers (NASBP) and the Surety & Fidelity Association of America (SFAA) are working with two standards-setting organizations and several underwriters to develop a whole new online protocol. Read more here >>>
Nine Ways Your Business Can Help Hurricane Harvey’s Houston Victims
If you’re like most Americans, you’ve been watching the Hurricane Harvey coverage, thanking your lucky stars that you don’t live in its path. However, for millions, their lives have just been turned upside down, and the problems haven’t stopped. You want to help; you want your business to help. How? Here are 10 ways you and your business can help. Tell me more >>>
Posting Labor Law Posters in Other Languages
Many employers wonder if they need to provide all (or even any) of their postings in languages other than English. The simple answer is: it depends on the State or issuing agency, and even on the specific posting. It’s important to distinguish between: Statutory requirements that a Spanish-language poster be posted; versus Mandatory posters issued in a multilingual format at the discretion of an issuing agency. To give an example of how vague posting requirements can be in regard to languages other than English, we need not look any further than the Family and Medical Leave Act of 1993 (subpart C, § 825.300): (c) Where an employer’s workforce is comprised of a significant portion of workers who are not literate …
What am I Doing Wrong? Common FMLA Mistakes
“What did I do wrong?” and “Am I doing this correctly?” are frequent questions from clients regarding Family Medical Leave Act (FMLA) administration. Here are some of the more common mistakes employers can inadvertently make in this regard. Not providing an employee with a sufficient Notice of Eligibility and Rights & Responsibilities. When an employee requests FMLA leave, or when an employer acquires knowledge that an employee’s need for leave might be FMLA-qualifying, an employer must: Notify the employee of the employee’s eligibility to take FMLA leave and rights and responsibilities within 5 business days, absent extenuating circumstances. This “Eligibility and Rights & Responsibilities Notice” must be in writing and must state whether the employee is eligible for FMLA leave …