#WorkforceWednesday: Employees’ Off-Duty Conduct, Violence at Work Rises, the Election and the Gig EconomyEmployment Law This Week® - Episode 180 September 30, 2020
It’s #WorkforceWednesday! This week, we examine two increasingly common issues that employers face in today’s polarized climate: responding to employees’ off-duty conduct and workplace violence.
Responding to Off-Duty and Other Conduct (Video)
The appropriate response to an employee’s controversial off-duty or other conduct, particularly conduct that occurs on social media, has long been an uncertain area for employers. And in these polarized times, that uncertainty is only growing. Attorney Adam Forman speaks to how employers can legally respond to offensive employee conduct that occurs beyond the workplace.
Workplace Violence Rises During COVID-19 (Video)
Workplace incidents—ranging from shootings and assaults to less severe violence—have spiked across a variety of industries during the COVID-19 pandemic. Attorney Beth McManus discusses the steps employers can take to address and prevent workplace violence in the current environment. Read more.
U.S. Election’s Impact on Gig Economy
The outcome of the November elections both at the federal level and in California will likely determine whether the gig economy as we have come to know it will continue to operate in a nonemployee model. A recent Law360 article by attorneys Paul DeCamp and Michael Kun examines this topic in detail.
Training Deadline Extended in CT
Connecticut’s deadline for employers in the state to train employees on sexual harassment prevention has been extended to January 1, 2021. Employers in need of e-learning or live, virtual training to fulfill this year’s training requirement should email [email protected].
State-Level Paid Leave Going Into Effect
- California’s job-protected family leave will, effective January 1, 2021, apply to companies with five or more employees.
- New York’s Paid Sick Leave Law takes effect today, with employees at all private employers in the state beginning to accrue sick leave at a rate of at least one hour for every 30 hours worked.
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