Home Builders Association of Greater Des Moines’ Post

What's often overlooked by lawyers who don't specialize in Pennsylvania Workers' Comp? Scarring of the head, face, and neck! To the extent the scarring is permanent, unsightly, related to the injury, and not usually incident to the employment, we'll be able to get an award- often times 10 weeks per inch depending on many factors. We'll present the client to the Work Comp Judge to put a description of the scar on the record, then submit Briefs asserting how many weeks the scarring is worth. Many times, the other elements are stipulated to. Another often overlooked concept is the loss of use of a body part for all practical intents and purposes. One need not have an amputation for Specific Loss benefits.

Last week, the Supreme Court issued a decision that will make it easier for an employee to show he or she suffered an "adverse action" within the meaning of certain employment laws. That was the Muldrow v. St. Louis, Missouri decision. But one potential effect of Muldrow is that it could shorten the deadline for employees to file suit as the clock begins to tick on "adverse actions" when the decision is communicated to the employee. See Nat'l Railroad Passenger Corp. v. Morgan. Therefore, the Muldrow decision might not be a complete victory for employees as employer actions that once could be considered part of a hostile work environment may now be considered stand-alone, actionable decisions that carry a short timeline for administrative exhaustion or a suit. What do you think? Let's geek out about it.

We recently hosted two employment law workshops for Master Plumbers, Gasfitters & Drainlayers NZ Inc. members in our Christchurch and Wellington offices, led by Partner Sarah Townsend in Christchurch and Special Counsel Kirsty Wallace in Wellington. They discussed: 🛑 Challenges that members are facing as employers, including ways to retain good staff. 🛑 A variety of issues including trial periods, medical incapacity, restructures, managing a misconduct and serious misconduct process and suspension.   A key takeaway from these sessions was for members to follow this structured approach when addressing employment law issues within the workplace:    1) Proposal 2) Consultation 3) Then a decision #employmentlaw #employerchallenges #workplaceissues

On 26 February 2024, the second tranche of Closing Loopholes amendments was legislated by the Federal Government under the Fair Work Legislation Amendment (Closing Loopholes No.2) Act 2024 (Cth) (Closing Loopholes No.2 Act). Employers (including schools) should be prepared for further amendments to the Fair Work Act 2009 (Cth) (FW Act) which include various commencement dates. #employers #staff #teachers #unions #closingloopholes #schools

Acuity's Sam Evans provides some key takeaways on “fire & rehire” in this recent article. Click here to find out more: https://bit.ly/3Se2OdZ #AcuityLaw #FireAndRehire #EmploymentLaw #LabourGovernment

The latest in our Deep Dive series with the Student Borrower Protection Center on how cities and states protect #workers from TRAPs is by Rachel Dempsey of Towards Justice. City, county, and state labor officials can use existing wage-and-hour laws to #StopWorkerTRAPs, and they should! ➦ https://lnkd.in/dmfX-tkz

THE KING’S PLAN FOR EMPLOYMENT LAW Courtney Stephenson is a Solicitor in the Corporate and Employment Department at Waldrons and today she reminds us about the salient points of the King’s speech which took place late last month. Labour’s manifesto of banning “exploitative practices” and enhance employment rights via their punchline is “Make work pay” is being processed as follows: • Zero-hour contracts (“ZHC”) will soon be deemed unlawful. All workers will have a right to a contract that reflects the hours they regularly work. • The practice whereby employers dismissed their employees and immediately re-engaged them on more unfavourable terms than before (commonly known as “fire and rehire” and “fire and replace”) will be legislated. We await further update. • SSP will be a Day 1 right, and the Lower Earnings thresh-hold for entitlement is being removed. • Flexible working will become a Day 1 right. Employers will be expected to accommodate their employees as far as is reasonable. • Parental leave will become Day 1 rights for all employees. • A woman is protected from dismissal for at least 6 months from the date of her baby’s birth. • The law on minimum service levels in relation to industrial action is being repealed. • The process of statutory recognition for trade unions is being simplified. • Workers and union members will have a right to access a union within the workplace Change appears to be imminent, and we await further information. Be sure to keep an eye out for updates! If you would like further information or help with your employment matters, please do not hesitate to contact Courtney Stephenson on 01384 811811 or email at courtney.stephenson@waldrons.co.uk LAW IS OUR BUSINESS. IT HAS BEEN SINCE 1867. ⌨️ www.waldrons.co.uk 📞 01384 811 811 #BlkCountryHour #Wearewaldrons #SpecialistLawyer #ConveyancingSolicitor #PropertyInvestment #SolicitorsFirm #PersonalInjury #MedicalNegligence #FamilyLaw #BusinessLaw #BusinessGrowth #Community #LegalAdvice #WaldronsSolicitors #WaterfrontMatters #BusinessSupport

Phew, September was busy and there's no let up in October with the biggest shake up in employment law coming our way! The start of a new month and this morning got off to an early start with a business breakfast event at Hartham Park hosted with Corsham Town Council. A beautiful venue recently refurbished, a warm welcome and lots of discussions over coffee with local entrepreneurs. Good to hear how our new MP for Chippenham sarah Gibson is engaging with the business community. It was also good to have the opportunity to speak briefly about how the team at KR HR & Training Consultancy Ltd are getting ready to support businesses with imminent legislation changes. We circulated a summary to clients this morning in our latest newsletter about both new legislation that's confirmed for October, as well as proposed changes which we expect to know more about later next week. Rather than repeat myself here, you can read our newsletter online: https://lnkd.in/e2csg6cu] Receive future newsletters direct to your inbox by signing up here: https://lnkd.in/ePA-Mffe On my return from Hartham Park it was, surprisingly, no longer raining so I spent a while unwinding by planting some autumnal colour and spring bulbs, before it really did become too wet to pretend it hadn't started raining again! However busy we think we are, a little time spent away from the day job pays dividends. #Networking #Corsham #BusinessCommunity #EmploymentLaw #HRConsultancy #Rain

It's MasterClass time peeps, and if you employ people, you don't want miss this one! Join Jenna Paulin from Now Actually and myself, and learn; 1. Termination of employment after a letter offer is issued, and accepted?  2. The myth around 3 warnings, is it a myth?  3. Right to disconnect.  4. The definition of employment has changed: Is a worker an independent contractor or an employee?   5. Casual employment changes.  6. Regulations for regulated workers. Plus, with time permitting, we hope to cover; 7. Shame contracting – Employee vs Contractor – the never ending debate. 8. Small Business Fair Dismissal Code.   9. Wage theft is a criminal offence. 10. Workplace investigations. It’s a MUST watch for everyone that employees team members! Thanks to Profitmaster Global Outsourcing.   Event Details: Date: Thursday 19 September, 2024 Time: 12:00pm - 1:00pm AEST Platform: Via Zoom To secure your ticket, simply click on the Zoom link below. https://lnkd.in/gDwazDN4 Richard Croaker Delia MacKenzie Ildi Racz-Prosser Eugene Wong James Hey Michael Partis Annalyn Bejec Michael Domingo Jamie Beresford #masterclass #whatemployersmustknow #employees #teammembers #nowactually #pauljansz #profitmasterglobaloutsourcing

Join us for one of the most anticipated sessions of the year: 2024 New York Labor Law Update presented by Kathleen McLeod Caminiti at Fisher Phillips The legal landscape for employers in New York is more challenging than ever. Legal administrators are tasked with knowing all aspects of labor and employment laws that impact their law firms. That responsibility runs the gamut from laws involving wages (exemption status and compliance), safe and sick time, pay equity and salary transparency mandates, to dealing with claims of harassment and discrimination, hiring and termination, and everything in between. What’s worse? What you don’t know can hurt you! This session aims to explain why now is the time to take proactive steps, not only to stay in compliance given the myriad of new laws but also to be ready for those that are soon to take effect. CLM® Application Credit for Functional Credit: 1 ½ hours (90 min) in the subject area of Human Resources Management OR CLM® Recertification Credit: 1 ½ hours (90 min) in the Subject Area of Human Resources Management. 📅 April 16, 2024 🕛 12:00 PM - 1:00 PM ET 📍 Virtual https://lnkd.in/g6b-g2DB #alabuzz #laborlaw #HumanResources #LegalHR