Overview: There are many different types of insurance that a workplace could get to avoid liability and loss when the unexpected occurs. Whether the insurance covers natural disasters, company cars, employer discrimination or anything else that could affect the workplace, it is always best to be prepared.
What insurance is right for an employer depends on the size, location and industry of the employer. Performing a risk analysis can help decide what insurance bests fits the individualized work environment.
Author: Ashley Shaw, JD, Legal Editor
Michigan employees who use medical marijuana may be eligible to collect unemployment benefits.
In-depth review of the spectrum of North Carolina employment law requirements HR must follow with respect to legally required benefits.
In-depth review of the spectrum of South Carolina employment law requirements HR must follow with respect to legally required benefits.
The Michigan Court of Appeals has ruled that individuals who are state-approved medical marijuana users under the Michigan Medical Marihuana Act (MMMA) should remain eligible to receive unemployment benefits under the Michigan Employment Security Act. The appeals court based its decision in Braska v. Challenge Manufacturing Co. on the fact that the provision of unemployment benefits constitutes state action.
In-depth review of the spectrum of New Mexico employment law requirements HR must follow with respect to unemployment insurance tax.
The Federal Unemployment Tax Act (FUTA), along with state unemployment insurance systems, pays unemployment insurance benefits to employees who lose their jobs through no fault of their own. This section explains which employers and employees are covered, the FUTA tax rate and wage base, and when and how employers must deposit FUTA taxes.
All states have issued their 2015 unemployment and disability insurance taxable wage bases and other related amounts.
In-depth review of the spectrum of Maine employment law requirements HR must follow with respect to unemployment insurance tax (FUTA/SUTA).
Employers in five states, California, Hawaii, New Jersey, New York and Rhode Island, are required to provide temporary disability insurance to workers. This chart helps employers understand each state's temporary disability insurance requirements.
As mandated by the State of California, Employment Development Department (EDD), all employers are required to provide this notice to terminated employees.
HR guidance on obtaining proper insurance for the workplace.