When legal conflicts arise between employees and employers — such as misconduct or a breach of contract — they’re generally settled one of two ways: via lawsuit or arbitration.
And because lawsuits can be lengthy and exhausting for both parties, many employers prefer to resolve disputes through arbitration. Plus, preventing lawsuits can help a company protect its public brand identity.
However, as organizations like Google have recently discovered, forcing arbitration can jeopardize an employer’s reputation and undermine employee trust.
Here are several things you need to keep in mind when deciding whether or not to include an arbitration clause in your employee contracts.
For most HR managers and company leaders, staying in compliance with employment law is a high priority. Not only is compliance important in terms of avoiding liability and penalties, it helps the company do the right thing for its employees and create a more fair and equitable workplace.
If you’re in HR or payroll, you’re no stranger to compliance management, forms, and deadlines—though keeping them all in order may be a different story. We want to be sure you’re equipped with the right information to keep everything on track year after year, from ACA to FLSA.
That’s why we put together the HR and payroll compliance calendar every year, to bring you an important list of dates and deadlines you need to know to help keep compliance on track for your workplace. Check out our latest calendar for 2019.
