Searching Employment Law on page 66

A Common Tool that May Be Too Commonly Used Companies have traditionally used noncompete agreements to prevent employees from sharing confidential company information (e.g., trade secrets, proprietary processes, product development pathways) with outside entities (including future employers) during or after employment.

Explore Learning Options It is easy to be overwhelmed by constantly evolving laws and regulations and the challenges of staying fully updated and in compliance when operating across multiple countries.

What’s more, employees increasingly expect their employers to be the main source of mental health support.

This has been exemplified in some employer behavior, prompting recent transparency laws in several states and municipalities where companies are now required to disclose the true pay ranges for any job posting ( Peng 2022).

In the at-will employment environment, only illegal discrimination or noncompliance with employment laws (e.g., the Fair Labor Standards Act, the Family and Medical Leave Act) on the part of the employer can protect an employee from discharge.

The suit alleges Eightfold violated federal and state consumer protection laws by creating “hidden credit reports” on job seekers without complying with statutory requirements imposed on consumer reporting agencies, including obtaining proper certifications from employment-purposed end-users, as laid out in the Fair Credit Reporting Act (FCRA) and California state law, where the lawsuit was filed.

Based on research conducted with 2,946 full-time employees and 750 employers in the U.S., the study showed that while 59% of participating employers report offering an EAP, more than half of polled employees (55%) have never tried to use their available program.

Employee resource groups (ERGs) can be key to creating a more inclusive workplace culture, which brings benefits for both employees and employers.

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