New on HR & Compliance Center This Week - 6/11/2012

Four New States Completed

We've completed our comprehensive new compliance information for 4 more states!

Those states are:

1. Arizona;
2. Colorado;
3. Illinois; and
4. Indiana.

This brings the number of states completed for our subscribers to 23.

Our authors and editors are diligently working on the remaining states! We'll be releasing 10 more states this month and the remaining states will be released in July (bringing us to 51 "states", including Washington DC).

Sample FMLA Letters

Managing employee leave under the federal Family and Medical Leave Act (FMLA) can be challenging and mistakes managing the process can be costly. Therefore, HR & Compliance Center has posted two sample letters to help HR professionals successfully manage this process - Letter Requesting Additional Medical Information Under the FMLA and Letter Requesting a Second (and/or Third) Medical Opinion for an Employee's Family Member's Serious Health Condition Under the FMLA. As HR & Compliance Center continues to build the site, more sample FMLA letters, policies and documents will be added.

New International Guide - Hong Kong

Subscribers to our international manual now have access to the Hong Kong guide. HR & Compliance Center's international manual is an excellent resource for international employers, for employers that are thinking about opening an office abroad and for any employer interested in competing in today's global market.

• Belgium;
• France;
• Germany;
• Greece;
• Ireland;
• Italy;
• Netherlands;
• Poland;
• Spain; and
• Sweden.

Law Reports Added

XpertHR's editors are constantly adding law reports to the site. Law reports provide a useful snapshot of pivotal state and federal court decisions and administrative rulings.

Recently added law reports include:

Colorblind Applicant Establishes Continuing Violation Under ADA;

Employer Defends Race Discrimination Claim by Relying on Anti-Fraternization Policy;

Determining Whether Shareholder-Directors Are Employees Under ADA Depends on a Variety of Factors;

EEOC is Not Bound by Arbitration Agreement Between Employer and Employee;

Employers Have Greater Burden of Proof in Defending Disparate Impact Claims under the ADEA;

Employers May Face Age Discrimination Liability Even Without Proof of Any Discriminatory Intent; and

Former Employees Protected From Retaliation.

Tune in next week to see what new, exciting and helpful tools HR & Compliance Center has for its subscribers.