We are excited to share the next installment of our video series, Conducting Workplace Investigations | Step #7: Interview the Accused. This series, 10 Steps Every Company Should Take When Conducting Workplace Investigations, is intended to guide HR leaders faced with investigating a complaint between coworkers, such as harassment or inappropriate conduct, through the investigation process.

Continue Reading Conducting Workplace Investigations: Step #7 – Interview the Accused (VIDEO)

Over the past two years, the pandemic has forced employers to navigate unchartered waters. The focus on health and safety, managing a remote workforce, and staying abreast of the evolving COVID-19-related guidance has left in-house counsel and human resources professionals with little time to focus on the fundamental steps essential to proactively and successfully manage employee issues. While the challenges associated with COVID-19 remain at the forefront of employers’ concerns, it is time to return to familiar waters and revisit some of the best HR-related practices.

We are excited to offer the final installment of this three-part series, both in-person and virtually, via webinar. For those local to the Nashville area, we invite you to join the Bass, Berry & Sims labor & employment attorneys for the in-person presentation where they will address best practices across a range of topics, including:

  • The keys to performance management: establishing and managing performance expectations.
  • Tips for managing difficult employees.
  • Making termination decisions while ensuring compliance with legal requirements.

Continue Reading [WEBINAR] Best Practices for Managing Performance and Challenging Employees

Over the past two years, the pandemic has forced employers to navigate unchartered waters. The focus on health and safety, managing a remote workforce, and staying abreast of the evolving COVID-19-related guidance has left in-house counsel and human resources professionals with little time to focus on the fundamental steps that are essential to proactively and successfully manage employee issues. While the challenges associated with COVID-19 remain at the forefront of employers’ concerns, it is time to return to familiar waters and revisit some of the best HR-related practices. We are excited to offer the second installment of this three-part series both in-person and virtually, via webinar. For those local to the Nashville area, we invite you to join us on April 28 for the in-person presentation where we will address best practices across a range of topics, including:

  • Proper complaint intake and investigation planning practices.
  • Best practices for conducting employee interviews.
  • Managing the aftermath of the investigation, including potential disciplinary actions.

Continue Reading [REGISTER NOW] Labor & Employment Law Update: Returning to Familiar Waters – Best Practices for Conducting Effective Workplace Investigations

We are excited to share the next installment of our video series, Conducting Workplace Investigations | Step #6: Interview the Witness. This series, 10 Steps Every Company Should Take When Conducting Workplace Investigations, is intended to guide HR leaders faced with investigating a complaint between coworkers, such as harassment or inappropriate conduct, through the investigation process.

Continue Reading Conducting Workplace Investigations: Step #6 – Interview the Witness (VIDEO)

As employees are increasingly returning to the office, a new amendment to existing Tennessee law regarding vaccination further complicates the landscape for employers concerning COVID-19 vaccine mandates.  See the full text of the amendment here.

Chapter 2 of Title 14 of the Tennessee Code, passed in November 2021 by the Tennessee Legislature, prohibits a private business, governmental entity, school, or local education agency from compelling or otherwise taking “adverse action” against a person to compel proof of having received a COVID-19 vaccination if the person objects to being vaccinated “for any reason.”  See TCA 14-2-102(a).  In other words, a private business in Tennessee cannot take adverse action against a person based on their vaccination status.  As you may recall, Title 14 provided private businesses with an opportunity to request an exemption from this blanket restriction on their ability to require proof of vaccination by requesting the comptroller exclude the entity from the purview of this law.

Continue Reading New Amendment to the Tennessee COVID-19 Bill Provides Medical and Religious Exemptions to Certain Tennessee Employees Subject to Mandatory Vaccination Policies

While we are still in the first half of 2022, it has already been a busy year in terms of labor and employment developments for government contractors. For any companies doing work for the federal government, whether as prime contractors or as subcontractors, it can be challenging to keep up with the perpetually changing requirements, particularly when the changes occur this quickly.

Continue Reading Government Contracts Labor & Employment Developments – Part 1

We are excited to share the next installment of our video series, Conducting Workplace Investigations | Step #5: Interview Best Practices. This series, 10 Steps Every Company Should Take When Conducting Workplace Investigations, is intended to guide HR leaders faced with investigating a complaint between coworkers, such as harassment or inappropriate conduct, through the investigation process.

Continue Reading Conducting Workplace Investigations: Step #5 – Interview Best Practices (VIDEO)

On February 18, President Biden announced that the COVID-19 National Emergency would continue beyond March 1, 2022, for up to another year. As a result of the continuing National Emergency, the “tolling” of several important deadlines applicable to health and welfare plans, as well as qualified retirement plans, will also remain in effect. This means plan sponsors and administrators should continue to apply these deadlines to affected individuals on a participant-by-participant basis for the foreseeable future.

Continue Reading Tolling, Tolling, Tolling, Keep Those COVID-19 National Emergency Deadlines Tolling

The past few years have been unprecedented for everyone, but employers have faced particular challenges in trying to keep their employees healthy and able to continue working while simultaneously navigating a significant amount of new – and often confusing – legislation, mandates, and executive orders. Due to these challenges, the focus on best practices for day-to-day management of employees has fallen by the wayside for many employers. However, as we approach the two-year mark since the beginning of the COVID-19 pandemic and are beginning to see some light at the end of the pandemic tunnel, now is a great time for employers to revisit these best practices that will enable them to better manage their workforces and reduce the risk of employment-related litigation.

Continue Reading Best Practices for Proactively Managing Workplace Issues and Minimizing the Risk of Employment-Related Litigation

Over the past year, the Biden administration has issued a number of labor and employment executive orders applicable to government contractors. Some of those requirements are updates to Obama-era executive orders, while others are new. Together, these obligations, which include an almost 50% increase to the applicable minimum wage, can have a significant impact on contractors.

For any government contractors that have questions about these labor and employment changes, we hope you can join us for an overview of these recent developments.

Continue Reading [WEBINAR] What Was Old is New Again – Government Contractor Labor & Employment Updates