In this issue:
Karl W. Butterer
For human resources professionals, a new year serves as a natural jumping off point for a check-in on best practices concerning company policies, compliance with employment statutes, and good record keeping.
The three key questions to ask yourself in an employment practices self-audit are:
By focusing on these three questions in a self-audit, an organization will be in a good position to begin the New Year. When using these forms, be sure to note any details or gaps that need to be filled to create a better HR system...
Workers' Compensation Update
On November 30, 2021, Governor Gretchen Whitmer signed into law House Bill 4171, which expanded eligibility under the First Responder Presumed Coverage Fund.
The First Responder Presumed Coverage Fund (established under Section 405 of the Workers’ Disability Compensation Act) was created to pay claims made in connection with a presumption of work-relatedness of various cancers contracted by fully paid firefighters who have been employed for 60 months or more and have been “exposed to the hazards incidental to fire suppression, rescue, or emergency medical services in the performance of his or her duties.”...
January 12, 2022
We invite you to join us for our first Second Wednesday Morning Break of 2022 when we return in January to discuss the topic What Does 2022 Hold for Employers?
Hosted by Second Wednesday moderator, Patricia Scott, this Q&A session will feature labor & employment law attorney Cliff Hammond discussing all things COVID for employers in 2022, including the current status of OSHA orders related to vaccines as well as other best practices for employers such as what to include in their employee handbooks.
See session information below:
Until then, we hope that you enjoy the holidays, please stay safe and we will see you in 2022!
Foster Swift will be one of 70-plus law firms participating in the Midsize Mansfield Rule Certification program.
This program was established by the Diversity Lab (an incubator for innovative ideas and solutions that boost diversity and inclusion in the law) with the goal to boost the representation of historically underrepresented lawyers in law firm leadership by broadening the pool of candidates considered for these positions.
The Mansfield Rule Certification measures whether law firms have affirmatively considered at least 30 percent women, underrepresented racial/ethnic groups, LGBTQ+ lawyers and lawyers with disabilities for leadership and governance roles, equity partner promotions, formal client pitch opportunities, and senior lateral positions...
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