Under federal immigration law, employers are required to verify the employment eligibility of their employees, and this includes completing a Form I-9. However, this process can be tedious and confusing to employers, and if it’s done incorrectly, it could result in large fines. In fact, on August 1, the U.S. Department of Homeland Security (DHS) and the U.S. Department of Justice (DOJ) increased the penalty amounts for Form I-9 violations. The process of completing a Form I-9 involves the following steps: Continue Reading »
Years ago, many employers performed audits of their HR policies and procedures to make sure they were in compliance with the law. However, what you did 10 years ago may not be sufficient in 2016. As employment laws and regulations change, you need to update your policies and procedures.
The leading cause of death in the United States is heart disease. People who have heart disease are at higher risk for sudden cardiac arrest (SCA), but a person who appears healthy and has no known heart disease or other risk factors can also suffer SCA. According to the U.S. Department of Labor (DOL), there are 220,000 victims of SCA each year, and approximately 10,000 of the attacks occur at work. Most people who have SCA die from it—often within minutes. Rapid treatment of SCA with a defibrillator can be lifesaving.
by Boyd Byers
In the holiday classic National Lampoon’s Christmas Vacation, family patriarch Clark Griswold is distressed because he has not yet received his Christmas bonus, which he is counting on to cover a check he wrote for a new swimming pool. Finally, on Christmas Eve, a courier arrives with a delivery. As his family looks on, Clark opens the envelope to find a one-year membership to the Jelly of the Month Club, not the bonus he is expecting.
What brings job satisfaction to employees is a key inquiry for every HR professional. And, as we have written before, that answer changes with the times and with the circumstances. Boomers wanted job security and were often most comfortable when they were taking detailed instructions from supervisors.
The company handbook: It sounds so routine, like something that’s been around forever and just needs a quick and easy update every year or so, a task that a seasoned human resources professional can handle with ease. But considering the rapidly changing legal landscape and the ever-growing number of ways for employers to find themselves in litigation, the complexity of handbook writing becomes clear.
The job, though often difficult, is worth the effort, according to Danielle C. Garcia, an attorney in the San Diego, California, office of the Fisher Phillips law firm. She recently conducted the Business and Legal Resources webinar Employee Handbooks: Key Updates, Drafting Tips, and Enforcement Advice, providing drafting tips and enforcement alerts related to handbooks.
by Bart N. Sisk
A federal judge recently called out the National Labor Relations Board (NLRB) for its history of taking a “cavalier and enabling” approach toward the “sexually and racially demeaning misconduct of some employees during strikes.” Let’s take a closer look at the case.
A Texas federal district court judge has granted a nationwide preliminary injunction that blocks implementation of the Fair Pay and Safe Workplaces rule’s requirements that federal contractors report labor law violations, that the government consider such disclosures when awarding contracts, and that contractors include certain restrictions in their arbitration programs. The injunction doesn’t affect Executive Order 13673’s “paycheck transparency” requirements, which will take effect as scheduled on January 1, 2017. The court strongly criticized the Executive Order and the final rule as “complex, cumbersome, and costly . . . without quantifiable benefits.”
This summer, the U.S. Department of Labor (DOL) indicated that under new Fair Labor Standards Act (FLSA) regulations issued in May, it might be necessary for various employers to change some workers’ overtime exemption. In a blog post on the DOL website, the agency also indicated that employees would be thrilled with the exemption change. The post appears to have been written by little pink fairies who were primarily interested in scattering pixie dust on the problem. However, it was an interesting counterpoint to news coverage with a clearly post-apocalyptic vision of the changes, more like a scene from Mad Max than your standard business environment. It is possible that employees could be thrilled, and it could all be cupcakes and roses. But it’s also possible that they could be incredibly upset about losing the “flexibility” that goes along with being an exempt employee. Time will tell. Regardless, here is what you should do to implement the changes.
With retaliation claims again topping the list of charges filed most frequently with the Equal Employment Opportunity Commission (EEOC) and whistleblower claims on the rise, employers can learn a great deal by better understanding the psychology of a whistleblower.