Arizona News & Analysis

  • Oregon court imposes strict liability for missed meal breaks

    A decision by the Oregon Court of Appeals raises the bar for Oregon employers on meal breaks. It makes employers liable for missed meal breaks even if they make every effort to provide them.

  • SCOTUS' upcoming Title VII decision won't affect Nevada employers

    In October 2019, employers across the country watched eagerly as the U.S. Supreme Court heard oral arguments in a suite of cases that revolve around a single question: Does Title VII of the Civil Rights Act of 1964 (one of the primary federal laws addressing discrimination in the workplace) prohibit discrimination against gay and transgender employees? As we await the Court's ruling, expected sometime next spring, let's take a look at the issue and what employers can do to address it.

  • Washington court strikes down employer's arbitration agreement

    The Washington Court of Appeals recently held that the manner in which an employer communicates its arbitration agreement is crucial for determining whether it is valid and enforceable. You should carefully review your arbitration agreements to ensure you are compliant with the court's new decision.

  • Handling office romance in #MeToo era: Know your options

    As Valentine's Day nears, love is in the air—and oftentimes in the workplace. Although workplace romance is common, it can make HR professionals fret about all the what-ifs. What if a relationship is between a supervisor and a direct report? What if rumors of favoritism poison the workplace environment? What if one or both participants is married to someone else? What if a couple's public displays of affection make coworkers uncomfortable? What if a relationship goes sour and the breakup affects morale? And perhaps the most important question to consider: What if a relationship is one-sided and is more accurately described as sexual harassment instead of consensual?

  • Something lacking in your workplace? Boosting soft skills can help

    Anyone involved in recruiting and hiring knows the importance of assessing a candidate's skills. Does the candidate have the right training, experience, and credentials to do the job? But anyone in charge of hiring (or maybe even rehabilitating already-employed workers who aren't quite measuring up) knows that merely evaluating a candidate's hard skills isn't enough. More and more, employers are finding "soft skills" are essential in the workplace.

  • Moving on: adopting a proactive employee mobility strategy

    These days, almost all employers—and, in particular, employers in New Hampshire—are engaged in something of a multidimensional war. There's as intense a competition being waged for talented employees, skilled workers, and seasoned executives as at any time in our history. At the same time, two issues animate and confuse the competition for talent.

  • Proposed Title IX rule changes provide clarity, support, due process rights

    More than a year ago, in November 2018, the U.S. Department of Education (DOE) released its proposal for improving schools' responses to sexual harassment and sexual assaults. A proposed Title IX regulation—Title IX is the civil rights law that prohibits sex discrimination in education programs or activities that receive federal funding—has been in the works over the past year with input from students, sexual assault advocates, school administrators, and other stakeholders and strong support from DOE Secretary Betsy DeVos. The rule, which still isn't final, takes important, and controversial, steps toward defining sexual harassment under Title IX and clarifying how it should be reported and investigated, while ensuring due process protections are in place for all students.

  • Federal Watch

    NLRB releases 2019 case-processing data. The National Labor Relations Board (NLRB) has announced progress in case processing in three of its divisions for fiscal year (FY) 2019. The Office of Appeals, which reviews appeals by employers, unions, and individuals who believe their unfair labor practice allegations have been wrongly dismissed by an NLRB regional office, reduced its backlog of cases from 294 in FY 2018 to 98 in FY 2019. The Division of Advice, which provides guidance to the regional offices on difficult and novel issues arising in the processing of unfair labor practice charges, reduced the average age of closed cases for FY 2019 to 38.6 days, a 9.8% reduction from FY 2018. The Board's Freedom of Information Act (FOIA) Branch processes all FOIA requests made to the agency. In FY 2019, the branch reported that it responded within 20 working days to 67.5% of FOIA requests and 90% of FOIA appeals.

  • HR Technology

    AI ready to make impact on HR? As artificial intelligence (AI) continues to make an impact on business, HR may be poised to feel the impact soon. In December 2018, tech marketplace firm G2 looked ahead to HR trends set to emerge in 2019 and beyond. One prediction: AI-driven HR technology innovations will see a significant increase. The G2 research found companies increasingly leveraging AI technology to help identify data opportunities, improve internal workflows, and increase productivity. AI-embedded HR technologies also were predicted to improve the employee experience, which begins with the candidate experience. AI also was predicted to enhance the employee lifecycle from recruiting through offboarding since the technology can help businesses treat their candidates and employees like loyal customers.

  • European countries take steps to confront #MeToo issues

    As the #MeToo movement enters its third year, its important to note the United States isnt the only country where the awareness of discriminatory and harassing conduct in the workplace has increased dramatically. Governments in Europe and elsewhere also have responded to the urgent need to combat the persistent and unwelcome behavior.