Supreme Court 2015: 5 Big Employment Decisions and How to Comply
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The U.S. Supreme Court issued a series of important employment-related decisions this term that directly affect how you manage, pay and hire employees.
If your job involves keeping your organization in compliance with federal law (and out of court), join us for our timely webinar, Supreme Court 2015: 5 Big Employment Decisions and How to Comply.
Our legal expert cuts through the legal jargon to get to the nuts and bolts of what's changed – and the steps needed to get your organization on the right side of the law.
Are you prepared to meet the new demands posed by these important rulings? Attorney Alice Gilman, editor of Payroll Legal Alert, will walk you through the compliance steps needed for Supreme Court decisions related to:
You can also get custom answers to your specific HR, benefits and tax questions related to these new rulings from Alice, a true legal expert!
- Pregnancy accommodations. Young v. United Parcel Service makes it easier for pregnant employees to sue if you turn down her request for a reasonable accommodation. Learn the policy changes you need to make to get in compliance.
- Dress and appearance policies. EEOC v. Abercrombie & Fitch establishes a plain-as-the-nose-on-your-face standard for accommodating employees' religious practices. You need to edit your dress code policy… and time is of the essence.
- Same-sex benefits. The Obergefell v. Hodges ruling will have significant consequences on how you draft your policies and benefits packages for employees in same-sex relationships. The ruling affects state income tax withholding on spousal benefits ... but which spousal benefits?
- Future of the Affordable Care Act. A King v. Burwell ruling against the government would eliminate insurance subsidies for 10 million people—and essentially make the employer mandate moot. How should you respond?
- What is 'work'? Integrity Staffing Solutions v. Busk set new standards on when you must pay for employees' activities performed before actual work begins.
- New risks for 401(k) plan providers. Tibble v. Edison International sets new standards for fiduciaries of 401(k) plans. You now have an ongoing duty to monitor 401(k) performance—but how far must you go?
- And much much more!
The stakes cannot be higher. Your employees (and their lawyers) will use these decisions to bring the next round of lawsuits. And your executive team will expect you to be up-to-date on the necessary compliance steps.
Don't waste your time reading a bunch of legalese about these cases. On July 23, spend 75 minutes on a complete debriefing on these rulings (in plain English) and get in compliance now!
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|Keywords For This Course:|
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