The EEOC's sweeping changes to the structure and procedures behind the EEO-1 employer report -- the federally mandated annual form designed to help the EEOC uncover discriminatory conduct -- still have many employers and HR professionals concerned. And with good reason! They were the first major changes made in the EEO-1 process since its debut 43 years ago.
EEO-1 forms can be confusing to fill out, and the penalties for incorrect reporting open the door to legal headaches and discrimination claims. With the September 30 filing deadline fast approaching, understanding your gathering and reporting requirements is crucial for compliance.
Wage & hour litigation and Department of Labor enforcement remain two of HR's biggest challenges. Last year alone, the DOL’s Wage and Hour Division received 40,000 complaints, a 15 percent increase over the previous year.
Verifying employment eligibility is one of HR's most vital tasks. I-9s, those seemingly short and simple forms, can become huge liabilities if your organization improperly completes, files, or administers them. Think it can’t happen to you? That's what Abercrombie & Fitch thought -- before it was hit with a $1 million-plus fine for I-9 errors. And with a new I-9 form proposal on the table, it’s more important than ever for your recordkeeping procedures to be current and accurate. 
On June 28, 2012, the U.S. Supreme Court ruled in a narrow 5-4 decision to uphold the Patient Protection and Affordable Care Act, which was signed into law by President Barack Obama in March 2010 after nearly a year of back-and-forth debate by both chambers of Congress. The long-debated issue was viewed as a victory for Democrats and a rally cry for Republicans.
HR Quick Quiz: An employee slips and falls at work. You know that workers' comp applies. And as his rehabilitation continues, you start trying to figure out when FMLA/CFRA kick in -- or maybe they already have.
