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Vigilant
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16 followers
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At Vigilant, we offer workplace safety counsel, including onsite hazard assessments and safety trainings. Meet our Safety Director, Bill, who brings nearly 20 years of safety expertise to Vigilant: http://bit.ly/2dK2fDC
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The clock is ticking, employers. The new salary requirements for overtime exemptions are set to take effect December 1, 2016. Will you be in compliance? Contact us with any questions you may have about compliance, and consult our free legal guide for additional information about overtime exemptions: http://bit.ly/2dtIcuL
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Addressing workplace harassment complaints: A recent case reminds employers that prompt investigation can reduce liability. Learn more on our blog: http://bit.ly/2dHc1uP
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At Vigilant, our clients receive friendly, dedicated service backed by decades of experience. Meet our wonderful team of employment attorneys, claims managers, and safety professionals: http://www.vigilant.org/about-us/staff
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Why is asking about salary history a problem--and how does it contribute to the pay gap? New legislation seeks to even the playing field for women and minorities, reminding employers to audit their current pay practices:
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Last month, the Department of Justice published a rule change that substantially increased the possible penalties for immigration-related violations. Learn more on our blog, and be sure to review your immigration (and I-9) compliance policies:
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Need employment or HR advice? For a flat monthly rate, Vigilant offers unlimited consultation in addition to risk assessments, employee handbook compliance reviews, and online resources. Learn more about our unique approach: http://bit.ly/2coNEeX
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ADA and retaliation lawsuits: Employers are reminded to watch what they say--especially when it comes to an employee's legal or medical condition.
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Avoid costly lawsuits and ensure compliance with pregnancy disability federal and state laws. For guidance, download a free copy of our Pregnancy Disability Legal Guide: http://bit.ly/PregnancyLegalGuide
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The IRS has begun issuing its own ACA compliance letters--this time, with penalties attached. Employers will be given 90 days to appeal the penalty, so be on the lookout for these letters and respond as quickly as possible:
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