Many employers require employees to sign a Confidentiality Agreement regarding certain data and information that the employee will have access to in the course and scope of their employment. There are certain types of employer data that must be maintained as confidential such as:
- Client identification or personal health information under the federal Health Insurance Portability and Accountability Act (HIPAA)
- Personally identifiable information (PII), such as donor names and credit card numbers or employee addresses and social security numbers under privacy and state confidentiality laws.
Additionally, general business information that an employer needs to keep confidential for business reasons to maintain a competitive advantage such as business plans, financial resources, funding sources or customer lists falls within the definition of trade secrets and can be maintained as confidential. Protecting this data is simple, right? You just have employees sign a broad confidentiality agreement, and that’s that! Continue reading “Employer Confidentiality Agreements That Go Too Far”
With the rights of same-sex couples to marry protected by federal law, transgender rights have become the latest frontier in nondiscrimination law. What laws pertain to transgender employees in the workplace, and what happens to employers that violate them?
The Transgender Law Center estimates that between 2 and 5 percent of the population is transgender, although little verifiable data exist. Title VII of the Civil Rights Act of 1964, Continue reading “Transgender Employees: The Latest Discrimination Frontier”
Scheduling regular policy reviews can ensure your business has the coverage it needs, when you need it. If you haven’t reviewed your coverage lately, the beginning of the year is a great time to take care of this important housekeeping matter.
Continue reading “What to Do in a Policy Review”
Scheduling regular policy reviews can ensure your business has the coverage it needs, when you need it. If you haven’t reviewed your coverage lately, the beginning of the year is a great time to take care of this important housekeeping matter. Continue reading “What to Do in Your Annual Insurance Policy Review”
Earlier this year, a court ruled that Federal Express drivers should have been classified as employees, when the company had classified them as independent contractors. And the U.S. Department of Labor announced that a five-year investigation in Utah and Arizona yielded $700,000 in back wages, damages, penalties and other guarantees for more than 1,000 construction industry workers.
Continue reading “Employee or Independent Contractor…and Why You Need to Know”
The EEOC has had pregnancy discrimination on its radar screen for a while. A Supreme Court case, Young v. UPS, will likely bring more attention to the issue.
Many laws and regulations affect pregnancy and discrimination, disability, leave and accommodations. Continue reading “Avoiding Pregnancy Discrimination Claims”