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    In 2022 especially, employers must be vigilant about maintaining HR compliance. The Department of Labor (DOL) has begun conducting more audits for wage and hour violations. (These audits may trigger steep fines and penalties—sometimes enough to damage a business severely.) As part of their preparations this year, employers should also remember to review their summer internship programs to ensure compliance. Employers should note that internships are regulated by both the Fair Labor Standards Act (FLSA) and state-specific labor laws. Often, interns should be compensated similarly to season or temporary employees. Organizations may also want to consult legal requirements for seasonal and temporary employees when ensuring HR compliance for their internship program. MP’s HR experts share key considerations for reviewing compliance requirements and summer internships. Read the article to:

    – Find out how to determine interns’ compensation
    – Outline FLSA compliance requirements for internship programs
    – Understand restrictions and procedures around hiring minors
    – Get tips on how having remote interns changes an organization’s responsibilities

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    In addition to posting FMLA posters and providing FMLA request forms, every covered employer must include a Federal Family and Medical Leave Act (FMLA) policy in their employee handbook, along with any state-specific FMLA policies. Because some states have their own FMLA and Paid Family Medical Leave programs, it’s essential that an organization is in compliance with all FMLA policies in states where their employees work. Employers that have chosen to allow remote work since the pandemic may need to develop new, or multiple, FMLA policies to meet the requirements of state regulations. MP’s HR experts outline the key elements an FMLA policy must include. Read the article to:

    – Find out the 10 elements every FMLA policy should include
    – Discover why it may be essential to work with an HR expert or employment lawyer on FMLA policies
    – Outline how employers should approach a medical certification process or fitness-for-duty requirements
    – Understand how to offer FMLA intermittent leave options

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    While not the usual timing, many organizations are currently reviewing and updating their employee manual. Generally, employees can expect their human resource department to update their employee handbooks yearly. Companies often do this around the fall or new year. However, spring and early summer of 2022 are ideal times for employers across all industries and states to revisit their employee handbook template. Here are the key reasons employers should consider employee handbook updates right now. Read the article to:

    – Find out the 3 key reasons employers should update their handbooks right now
    – Understand the new state laws influencing employers to update their employee handbooks
    – Learn how to avoid steep penalties from the DOL this year
    – Outline how to update employee handbooks to improve employee retention, company culture, and productivity in 2022

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    The Occupational Safety and Health Administration (OSHA) recently released an Emergency Temporary Standard (ETS) for the COVID vaccine mandates. This ETS entails requirements for employers with over 100 employees. MP’s HR services experts share the three common questions and answers that private-sector employers are asking right now. Read the article to:

    • Find out which employers the ETS covers
    • Outline what employers must include in a COVID vaccination policy
    • Learn what covered employers must do to meet the January 4th compliance deadline
    • Understand how employers could test for COVID and who must pay for testing

    Read the article.

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    Employers who are keeping up to date on the COVID vaccine mandates may be confused about whether they’re covered by OSHA’s recent Emergency Temporary Standard (ETS). Workplaces covered by the ETS must create and enforce employee policies that require either COVID vaccination or weekly COVID testing. (Of course, to remain ADA compliant, policies must allow employees to request medical exceptions, as well as religious exceptions.) MP’s HR compliance experts share information to assist employers in determining if they need to meet the ETS’s HR and compliance requirements. Read the article to:

    • Find out two considerations surrounding who the ETS covers
    • Outline which staff count towards the 100-employee count
    • Uncover why some employees may be exempt from vaccination or COVID testing
    • Learn whether employers with less than 100 employees should mandate COVID vaccination

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    In the latest HR updates, and possibly the most challenging of the pandemic, many employers are preparing to comply with the COVID vaccination mandates. Employers across all industries will be required to create employee policies and implement new systems to ensure HR compliance with these vaccination and COVID testing rules and regulations. The struggle may be twofold for employers:

    1. They don’t just need to prepare for HR and compliance challenges.
    2. They must also prepare for the difficult conversations they’ll have with employees.

    MP’S HR services experts and Taryn Abrahams of Empower Behavioral Services share tips for approaching difficult conversations about the COVID vaccine mandates. Read the article to:

    • Learn three tips for reducing employee pushback on the COVID vaccine mandates
    • Uncover specific phrases to disarm an angry or stressed employee
    • Find out how to create psychological safety
    • Discover why employees need to feel like a priority, even if they can’t be accommodated

    Read the article.