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Business law basics for HR: 8 things every HR professional needs to know
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Business law isn’t just for lawyers, HR professionals also need to know the basics. Human Resource professionals navigate an increasingly complex business and legal environment. One misstep can mean entangling your organization in a web of regulatory red-tape and litigation. But a good grounding in business law can prevent or ameliorate most problems. From the Constitution to contracts and employment law, here are some top do’s and don’ts.
The constitutional basics of business law
We are a nation of laws and every organization whether for-profit, non-profit or governmental must follow those laws. Laws flow from our founding documents first and foremost the U.S. Constitution. Here are some of the Constitutional protections and provisions that apply to businesses.
Friday, January 15, 2021
On January 14, 2021, the U.S. Equal Employment Opportunity Commission (EEOC) issued “Opinion Letter: Older Worker Benefit Protection Act,” which clarifies that United States employers need not include non-U.S. citizen employees working outside of the United States as part of a “decisional unit” in the disclosure schedules attendant to waivers of age claims covered by the Older Workers Benefits Protection Act (OWBPA). This formal Opinion Letter represents the official position of the EEOC and provides a defense for employers who rely on its terms. 29 C.F.R. §§ 1626.21.
Disclosure schedules are hallmarks of the OWBPA, an amendment to the Age Discrimination in Employment Act (ADEA) that imposes specific requirements for waivers of federal age discrimination claims by workers age 40 or older in order for such waivers to be “knowing and voluntary.” 29 U.S.C. § 626(f). When a waiver is part of a group termination or exit incentive program
employees and face all of those plus a whole new wrath of them, including the older worker benefit protection act. surely every pizza ryia owner has that memorized. the list grows like a bean stock when it grows to 100 employees. last year we saw distinct rise in proposed rules affecting small business, you can see from 758 to 845. the smaller a firm is, fewer than 20 employees say, the more expensive it gets per employee to comply with the regulations. five federal agencies last year proposed 501 of the 845 rules we re talking about. offly 59% of the total. they are the department of agriculture and commerce, health and human services. the environmental protection agency and the federal communication commission. president obama has pledged to streamline and pare back the u.s. regulatory burden but with limits. i reject the argument that says for the economy to grow, we have to roll back protection for hidden fees for
employees and face all of those plus a whole new wrath of them, including the older worker benefit protection act. surely every pizza ryia owner has that memorized. the list grows like a bean stock when it grows to 100 employees. last year we saw distinct rise in proposed rules affecting small business, you can see from 758 to 845. the smaller a firm is, fewer than 20 employees say, the more expensive it gets per employee to comply with the regulations. five federal agencies last year proposed 501 of the 845 rules we re talking about. offly 59% of the total. they are the department of agriculture and commerce, health and human services. the environmental protection agency and the federal communication commission. president obama has pledged to streamline and pare back the u.s. regulatory burden but with limits. i reject the argument that says for the economy to grow, we have to roll back protection for hidden fees for