HR's EEO-1 Report Deadline: How to Re-Survey Employees and File in Time

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.

Travel Pay in California: What and When to Pay Employees on the Move

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.

Travel-related issues in particular pose a significant risk for wage & hour claims since the line between employer time and employee time can blur.

Unless your workforce is home-based, your employees are commuting to and from the workplace, to and from jobsites; and to and from hotels, airports, and conferences when they’re on business. Even telecommuters may be entitled to pay for travel time in certain instances.

The increase in complaints is of particular concern for employers in California because wage & hour claims have the potential to evolve into costly class action lawsuits. And, as always, California's employee-friendly wage & hour laws impose additional burdens on employers.

From I-9 to E-Verify: How to Master HR’s Newest Immigration Challenges

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.

E-Verify is designed to be easy and safe, but the smallest mistake can let unauthorized applicants gain employment -- or spark discrimination claims if an inaccuracy in your hiring procedure leads to you denying someone a job.

And then there's the SSA's recently reinstated no-match letters, documentation sent to employers notifying them that they have an employee whose name doesn’t match a valid Social Security number, which are proving to be another area of confusion for employers.

With the latest immigration crackdown under way, it's crucial for you to make your I-9 administration and E-verify processes run smoothly and in a legally safe way, and for you to understand every step of the no-match letter process from receipt to conclusion so you can stay in compliance.

Healthcare Update: What the Recent SCOTUS Ruling Means for Employers

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.

But after all the politics and rhetoric are stripped away, a larger, more practical question looms for employers and HR practitioners: So what exactly does this ruling mean for our organization?

California Leave Laws: Master ADA/FEHA, FMLA/CFRA, and Workers' Comp

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.

And when the employee calls you and asks for a reasonable accommodation to return to work, ADA and FEHA are added to the already complicated mix.

So how can you be sure you're applying the correct California and federal laws -- and in the correct order? You want to stay in compliance, as well as be sensitive to your employees' needs, but you also don't want to keep approving leave if it's not appropriate.

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