On February 14, 2017, the Mayor of The District of Columbia, Muriel Bowser, did not veto The DC Universal Paid Leave Amendment Act of 2016 and allowed the bill to pass without her signature. The Washington Business Journal reports, "in a letter to Council Chairman Phil Mendelson on Wednesday, Bowser wrote that she supports paid family leave but still holds concerns the bill approved by the D.C. Council is too expensive and would burden local businesses." So, what does this mean for employers in the District?

As HR consultants, we are all too familiar with the Form I-9 and the requirement of all US employers to complete and maintain a form for each employee hired into their organization. Yet, in many organizations when we conduct an HR compliance audit, we find there to be some level of non-compliance with the Form I-9. Why is that? I believe it’s because of a general lack of understanding of the many nuances involved in completing the form.

Mitigate Risk with an FLSA Audit December 1st has come and gone, and like many others, you may be relieved that businesses did not have to comply with the Department of Labor’s Final Rule on FLSA White Collar Exemptions because of the Injunction issued on November 22nd by a Federal Judge in Texas. However, with this recent injunction, it does not mean your business is in the clear from having to comply with the Final Rule. An appeal has been filed by the Department of Labor (DOL) with the U.S. Circuit Court of Appeals for the Fifth District, and the court has already decided in favor of an expedited review of the appeal.

DC Labor Law Compliance Review If you’re in a leadership role at a company based in Washington DC, you’re no stranger to the fact that DC has created numerous employment laws that go above and beyond the standards set at the federal level. If your company is headquartered outside of DC and has employees working in DC, you are likely required to comply with many of DC’s unique employment laws as well. Did you know if your company is headquartered outside of DC and has employees working in DC, you are likely still required to comply with many of DC’s unique employment laws?

One of the biggest concerns my clients have when we begin working together is keeping their business out of trouble with the federal government. If this is of concern to you as well, I’m hopeful this article will help provide a bit of clarity for you as you navigate the muddy waters of federal contracting. I’ll be describing a process that I frequently go over with my clients to determine whether their organization is subject to additional regulatory requirements.

We have all seen those straight out of the movies scenarios on the news when tragedy strikes at work. An active shooter comes in and wreaks havoc on anyone and everyone. The haunting images of people running for their lives or the aftermath usually stick with me for days after. These events generally leave you with the feeling of sadness and also thoughts about what if it happened at your workplace. How likely are you to be exposed to this situation?