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Compensation & Benefits

Data from fitness wearables going to wellness programs

About 20% of employers now participate in wellness programs that rely on collecting data from fitness trackers worn by employees, up from 14% in 2017.

Paid parental leave gaining momentum

Earlier this month, President Trump used part of his State of the Union address to renew a call for paid parental leave, the latest sign that the benefit—long considered a pipedream—could become a reality in America.

Blocking unemployment may not bar litigation

If you routinely allege misconduct to fight unemployment benefit claims in an effort to thwart subsequent litigation, you may want to reconsider your tactics.

Failure to pay overtime costs Queens hotels $750K

The owners of three Queens hotels must pay $360,543 in back wages and an equal amount in liquidated damages after investigators from the U.S. Department of Labor’s Wage and Hour Division found 83 employees had been denied overtime pay.

Snapshot: Americans miss millions of vacation days every year

Chances are, your employees left lots of vacation leave on the table last year.

Gig economy: Legal and practical considerations for employers

As new gig economy options to engage employees emerge, here are seven areas of concern that employers may want to consider.

Failure to grant more leave costs Fresno company $1.75M

Family HealthCare Network in Fresno will pay $1.75 million to settle charges that its inflexible leave policies discriminated against disabled and pregnant employees.

OK to round hours if it favors employees

Employers often round workers’ time up or down instead of calculating the exact number of minutes worked. That’s fine as long as, on average, the system works to employees’ benefit.

Misinformation may result in back benefits

When employees get erroneous information about unemployment compensation eligibility and don’t file as a result, they may be eligible for back payments when they do file.

Ensure workers’ compensation appeal is received—not sent—within 30 days

According to a recent Minnesota Supreme Court decision, the appeal must have actually been received by the chief administrative law judge and the Commissioner of Labor and Industry by 4:30 p.m. on a state business day within 30 days after the party was served with the compensation judge’s decision.