Risk & Compliance, Risk Management, Business Continuity Planning
Building resilience into the business is important. Whether it is creating business continuity plans or assessing risks to the business or its employees, it is imperative that companies prepare to weather bumps in the road. At the same time, companies should also pay attention to the infrastructure surrounding their companies and the changes that can affect them as well.
Republicans plan to unveil their long-awaited tax reform package on November 1. Although the nine-page tax reform framework released in September was short on details, the plan highlights key changes to the tax code intended to reduce the tax burden on both individuals and companies, spark economic growth in the U.S., and make the tax laws more globally competitive.
Everyone has encountered it. The colleague everyone knows is difficult to work with, the supervisor who barks at subordinates, the person who interrupts, scoffs at a colleague, or makes snide remarks. There is a desire to sweep this type of behavior under the rug or avert your gaze when you see it. Bullying affects an estimated 60 million American workers.
Corporate Affairs, Corporate Communications, Operations, Information Technology, IT Policies, Risk & Compliance, Corporate Security, Risk Management
Over the past few years, we have witnessed significant changes in the regulatory landscape for manufacturers doing business in Europe. One of the biggest changes concerns the implementation of the General Data Protection Regulation (GDPR), which will come into effect on May 25, 2018.
In Villarreal,the Court of Appeals reversed a 2015 decision of a three-judge panel of the court. A majority of the full court reached an opposite result from the panel and determined that the governing provision of the ADEA barring disparate impact age discrimination by employers does not permit job applicants to bring claims of age discrimination under the ADEA against prospective employers. Disparate impact claims would arise in situations where an employer’s policies and procedures lack a discriminatory intent and are purportedly neutral on their face, but nevertheless have a discriminatory effect.
Corporate Affairs, Corporate Social Responsibility, Sustainability, Sustainable Business Practices, Risk & Compliance, Environmental Management, Environmental Resource Management, Energy Management
Last year the world waited to see if the hype surrounding COP21 in Paris would produce a global commitment between heads of state to help stem the tide of rising temperatures. Since that historic week in Paris, 86 of the 197 countries who are party to the newly produced Paris Agreement have achieved ratification.
Risk & Compliance, Corporate Security, Travel Security, Risk Management, Business Continuity Planning, Business Interruption Planning, Crisis Management
While the events most often planned for are site- or natural disaster–related, businesses should also include workplace violence, terrorism, and cyberattacks in their business preparedness efforts. This is especially true given the nature of black swan events as those that (1) take place outside of regular expectations, (2) carry an extreme impact, and (3) seem obvious, explainable, and predictable in hindsight.
Leadership, Human Resources, Employee Relations, Employee Engagement, Risk & Compliance, Employee Health Management, Employee Wellness, Safety Management, Employee Safety
Evidence shows that good physical condition, good mental health, and an absence of chronic illness correlate to low injury rates. Programs aimed at prevention, early detection, and managing conditions also improve safety. However, a growing body of research has found that companies that integrate health, wellness, safety, and benefits in a holistic approach can improve health, decrease injuries, and improve productivity by building a culture of workforce resilience.
Leadership, Human Resources, Benefits, Health Benefits, Risk & Compliance, Legal, Labor & Employment Practices
In a decision that adopts the minority position of two courts of appeals out of a total of eight that have ruled on the issue, the Supreme Court held that ERISA health benefit plans may not seek reimbursement from third-party settlements plan participants receive when the participant has spent the funds on nontraceable items. While the case in question concerned a health benefit plan, the implications for other types of ERISA plans, including pension and disability plans, is unclear.
The United States Court of Appeals for the Eleventh Circuit issued a significant decision interpreting the Age Discrimination in Employment Act (ADEA). The court decided on an issue of first impression that job applicants may bring disparate impact claims of age discrimination under the ADEA against prospective employers whose policies and procedures lack a discriminatory intent and are purportedly neutral on their face, but nevertheless have a discriminatory effect.