Sample e-Mail Policy (2007) resource Articles OCEG Reviewed
Posted by Human Resource Executive Magazine (October 16, 2007); Source: 2007, The ePolicy Institute
Sample e-mail policy that could be used as a starting point for crafting one for an organization.
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PBM Transparency May Only Be Skin Deep (2007) resource Articles OCEG Reviewed
Getting rebates is good, but some employers and pharmacy benefit managers say that the pharmacy benefits industry needs to unequivocally commit to acting on behalf of employers.
Workforce Management Online, November 2007
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How Your ZIP Code Determines Your Employees' Legal Rights (2007) resource Articles OCEG Reviewed
There are 11 circuit courts of appeal in the U.S. judicial system, each comprising a handful of states. The 8th Circuit, for example, takes in Arkansas, Iowa, Minnesota, Missouri, Nebraska, North Dakota and South Dakota. Next door, the 10th Circuit includes Colorado, Kansas, New Mexico, Oklahoma, Utah and Wyoming. But those neighboring appeals courts may have wide splits for many years on particular legal issues.
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DOL/EBSA, Final Rule - Default Investment Alternatives Under Participant Directed Individual Account Plans (2007) resource National Regulations OCEG Reviewed
This document contains a final regulation that implements recent amendments to title I of the Employee Retirement Income Security Act of 1974 (ERISA) enacted as part of the Pension Protection Act of 2006, Public Law 109– 280, under which a participant in a participant directed individual account pension plan will be deemed to have exercised control over assets in his or her account if, in the absence of investment directions from the participant, the plan invests in a qualified default investment alternative.
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Wage Wars: Workersfrom truck drivers to stockbrokersare winning huge overtime lawsuits (2007) resource Articles Member contributionOCEG Reviewed
In overtime cases, Depression-era laws aimed at factories and textile mills are being applied in a 21st century economy, raising fundamental questions about the rules of the modern workplace. As the country has shifted from manufacturing to services, for example, which employees deserve the protections these laws offer? Generally, workers with jobs that require independent judgment have not been entitled to overtime pay.
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Sexual Harassment Prevention Training Now Mandatory for California Employers (Littler, 2005) resource Articles Member contributionOCEG Reviewed
Prudent employers have trained managers and employees on preventing unlawful discrimination and harassment in the workplace for years. Such training helps employers avoid conflicts that result in litigation and can also help defend against lawsuits if they arise. This wise course of action has become a legal responsibility since Governor Arnold Schwarzenegger signed Assembly Bill 1825 on September 29, 2004.
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California -- Sexual Harassment Training and Education Regulations Take Effect (2007) resource Articles Member contributionOCEG Reviewed
In 2004, the state of California passed Assembly Bill 1825, which created two sexual harassment training requirements for employers with 50 or more employees. First, those employers must provide two hours of sexual harassment training and education to each supervisory employee in California once every two years, with the first training completed by January 1, 2006. Second, employers must similarly train each new supervisory employee within six months after he or she assumes a supervisory position.
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EU, Simplified admission procedures and common set of rights for third-country workers, MEMO/07/422 (October 23, 2007) resource International Materials Member contributionOCEG Reviewed
The Commission adopted a proposal for a Directive on a single application procedure for a single permit for third-country nationals to reside and work lawfully in the territory of a Member State and on a common set of rights for third-country workers legally residing in a Member State. Its aim is to simplify and streamline application procedures by providing a "one-stop-shop" system and to narrow the "rights gap" in terms of work-related socio-economic rights by guaranteeing a common set of rights for all third-country workers residing legally in the EU.
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EU, Attractive conditions for the admission and residence of highly qualified immigrants, MEMO/07/423 (October 23, 2007) resource International Materials Member contributionOCEG Reviewed
The Commission adopted a proposal for a Directive on the conditions for entry and residence of third-country nationals for highly qualified employment. Its aim is to provide Member States and EU companies with additional "tools" to recruit, retain and better allocate (and re-allocate) the workers they need. By doing so, the Commission intends to increase the competitiveness of the EU economy by enhancing the contribution made by legal immigration. , This proposal is therefore in line with the objectives set out in the Lisbon Strategy.
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National Compensation Survey: Employee Benefits in Private Industry in the United States, BLS, March 2007 resource Research / Studies Member contributionOCEG Reviewed
Just over one-half of workers in private industry participated in employer-sponsored retirement and medical care plans in March 2007. More workers had access to medical plans (71 percent) than to retirement plans (61 percent), but workers were more likely to participate in the latter. Nearly all workers who had access to a defined benefit retirement plan took advantage of the opportunity to participate in it.
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