Mike Bishop

Mike Bishop is an Labor and Employment Risk Manager for Nonprofits Insurance Alliance, where he counsels nonprofits on the management of employment risks by helping them understand employment law mandates and best practices to motivate and manage employees. Before that, Mike worked at the law firm Matheny Sears Linkert and Jaime, where he focused on employment law counseling and litigation. When he isn’t hard at work, Mike enjoys attending concerts by the Cleveland Orchestra and exercising his masterful skills as a jazz guitarist. Mike holds a B.A. in Political Science from the University of California, Davis, as well as a J.D. from the University of the Pacific, McGeorge School of Law. He currently resides in Lakewood, OH.

Recent Posts

Does My Organization Really Need an Employee Handbook?

October 04, 2017 by Mike Bishop posted in Risk Management

Despite the fact that there are no state or federal laws that require an employer to have and provide handbooks to their employees, it’s almost universally agreed that having and using a well-drafted, comprehensive, and easy to understand handbook serves a number of legal, practical, and risk preventative purposes, and nonprofits are no exception.

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EEOC Guidance on Mental Health Conditions and Accommodations in the Workplace

August 01, 2017 by Mike Bishop posted in Risk Management

Citing a substantial increase in complaints of discrimination and failure to accommodate employees with mental disabilities, the United States Equal Employment Opportunity Commission (EEOC) has released new guidance for employees with these disabilities, advising them of their rights to be free from such discrimination and to request and receive accommodations for their disabilities.

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Risk Alert: What You Need to Know About the New I-9 Form

July 25, 2017 by Mike Bishop posted in Risk Management

As all employers are aware, the Immigration Reform and Control Act of 1986 requires all employers to verify that all employees hired after November 6, 1986 are legally entitled to work in the United States. Employees must also provide employers with sufficient documentation that establish identity and employment eligibility, and complete the I-9 Employment Eligibility Verification form. The last form before the 2016 revision was published on March 8, 2013.

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Post-Accident Drug Testing – It’s No Longer Automatic

June 20, 2017 by Mike Bishop posted in Risk Management

For years, many employers have automatically required drug testing of an employee involved in any work-related accident.  The fact that an accident occurred was justification for the testing, without regard to whether any suspected drug or alcohol use contributed to the accident, and regardless of the severity of the injury or damage.

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Rest and Meal Breaks — Rest Means Rest, Not Work!

May 11, 2017 by Mike Bishop

While the California Labor Code requires employers to provide meal and rest breaks to their nonexempt employees, the pressing needs of the business or urgency in the delivery of services may tempt individuals to forego these breaks.  Recent decisions by the California Supreme Court, however, illustrate that employers should be very careful to ensure employees are free to take these breaks and are relieved of all work duties while those breaks are taken.

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