Employers monitor off-site employees for numerous reasons—not simply to ensure productivity, but to protect trade secrets, avoid data breaches, track an employee’s physical location, and generally discourage or identify misconduct. Most recently, monitoring has been used for COVID-19-related contact tracing purposes. However, privacy-related legal pitfalls abound.
As employers increasingly choose to allow employees to work remotely, even as the workplace restrictions caused by the Covid-19 pandemic wane, in many cases those workers are located outside of the employer’s regular work state. As a result, questions arise as to what laws, and state and local compliance obligations, apply.
The following checklist represents a high-level overview of potential issues to guide an organization’s thinking about reopening most effectively while mitigating business and compliance risks. Reopening orders at the state and local levels can vary significantly, and planning should take those requirements into account.
This global chart and checklist provides regulatory information on return to office policies.
This checklist provides regulatory updates for global remote work policies.
The following checklist is designed to help focus the in-house lawyer on his or her key tasks to prepare for a jury trial in an employment case.
It is not uncommon for employers to encounter employee medical conditions that cause performance deficiencies. In this sample checklist, learn more about how to consider medical conditions under the Americans with Disabilities Act (ADA) when looking at employee performance.
How should employers classify employees after the enactment of California’s AB-5? In this checklist, learn more about the historical context of employee classification and how AB-5 can impact your company.
How can businesses ensure they are in compliance with the new and expansive California Consumer Privacy Act (CCPA)? Find out more about how to get your business compliant with CCPA.
In-house counsel needs to be aware of the following when conducting a pay equity analysis: (1) establishing and protecting the analysis under attorney-client privilege; (2) what information should be shared and with whom; (3) how best to minimize risk if remediation is necessary; and (4) what federal, state, local, and international laws apply.