This document provides a summary of an HR safety training presentation on labor law issues and risks ("labor landmines") in 2017. It covers several topics:
1. Harassment/discrimination training requirements for California employers with 50+ employees.
2. Recent changes to the Fair Employment and Housing Act regulations in California regarding written policies, protected classifications, and anti-bullying training.
3. Considerations for employers regarding transgender employees' access to facilities, California law on harassment protections for unpaid interns/volunteers, and EEOC guidance on questioning prospective employees about HIV/AIDS.
This document provides a summary of the Family and Medical Leave Act (FMLA) including:
- Employers with 50 or more employees are covered by the FMLA
- Eligible employees are those who have worked for their employer for 12 months and 1,250 hours in the last year
- The FMLA provides up to 12 weeks of unpaid, job-protected leave per year for qualified medical and family reasons
- Employers can require employees to substitute accrued paid leave for unpaid FMLA leave.
Accommodation Conversation: Strategies for Effective ADA Reasonable Accommoda...America's Job Exchange
America's Job Exchange (AJE) hosted a webinar in August to discuss provisions of the Americans with Disabilities Act (ADA). A hallmark of the ADA is the provision of reasonable accommodation to ensure equality in the workplace. This webinar will discuss what is reasonable accommodation. How is disclosure of disability handled? What are my responsibilities when someone discloses? Many employers consider the ADA too "mysterious" to understand. This session will "de-mystify" the ADA by providing practical information on ADA rights and responsibilities.
This webinar will covered:
-Reasonable accommodations as they relate to essential job functions
-Employer obligations when someone discloses a disability
-What protections do I have as an employer under ADA
This newsletter provides a summary of 3 key articles:
1) The EEOC issued new guidance on applying the ADA to cancer, diabetes, epilepsy and intellectual disabilities. It defines these conditions as disabilities and provides examples of reasonable accommodations.
2) Employers must continue complying with IRS regulations for nonqualified deferred compensation plans to avoid penalties. The IRS provides voluntary correction programs for document and operational failures.
3) Comprehensive immigration reform being debated in Congress would impact recruiting, benefits and HR for many employers. The Senate may pass a bill by July and the House is considering separate reform bills.
Compliance Overview - Americans with Disabilities Act (ADA)ntoscano50
The Americans with Disabilities Act (ADA) is a federal law that makes it illegal for covered employers to discriminate against qualified individuals with disabilities in all employment practices, such as recruitment, compensation, hiring and firing, job assignments, training, leave and benefits. Employers with 15 or more employees are covered by the ADA.
The ADA requires a covered employer to provide a reasonable accommodation to an employee or job applicant with a disability, unless doing so would impose an undue hardship on the operation of the employer's business. Reasonable accommodation might include, for example, making the workplace accessible for wheelchair users or providing a reader or interpreter for someone who is blind or hearing impaired.
Employees have basic rights in the workplace including privacy, fair compensation, and freedom from discrimination. Applicants cannot be discriminated against based on attributes like age, gender, race, or religion. Employers cannot access an individual's credit, medical, or background information without permission. Employees are protected from harassment and have rights to a safe workplace, fair wages, and freedom from retaliation. Privacy rights around personal information, email, internet usage, communications, and medical records are balanced with employers' interests but regulated by laws like HIPAA. Individuals with disabilities are protected from discrimination under acts like the ADA.
Is your Talent Acquisition process fully compliant with the law? Covering the recruiting and hiring process chronologically, the experts at Newton and EBI address everything from the point of creating and posting a job, to attaining candidate authorization and running background checks. Eligible for SHRM and HRCI credits.
Courts and government agencies have been busy this year in the area of employment law. This presentation addresses the key new developments and cases from the last year and covers a wide variety of topics to keep you up-to-date on what is new in employment law and how to make sure your workplace is compliant.
This document provides a summary of the Family and Medical Leave Act (FMLA) including:
- Employers with 50 or more employees are covered by the FMLA
- Eligible employees are those who have worked for their employer for 12 months and 1,250 hours in the last year
- The FMLA provides up to 12 weeks of unpaid, job-protected leave per year for qualified medical and family reasons
- Employers can require employees to substitute accrued paid leave for unpaid FMLA leave.
Accommodation Conversation: Strategies for Effective ADA Reasonable Accommoda...America's Job Exchange
America's Job Exchange (AJE) hosted a webinar in August to discuss provisions of the Americans with Disabilities Act (ADA). A hallmark of the ADA is the provision of reasonable accommodation to ensure equality in the workplace. This webinar will discuss what is reasonable accommodation. How is disclosure of disability handled? What are my responsibilities when someone discloses? Many employers consider the ADA too "mysterious" to understand. This session will "de-mystify" the ADA by providing practical information on ADA rights and responsibilities.
This webinar will covered:
-Reasonable accommodations as they relate to essential job functions
-Employer obligations when someone discloses a disability
-What protections do I have as an employer under ADA
This newsletter provides a summary of 3 key articles:
1) The EEOC issued new guidance on applying the ADA to cancer, diabetes, epilepsy and intellectual disabilities. It defines these conditions as disabilities and provides examples of reasonable accommodations.
2) Employers must continue complying with IRS regulations for nonqualified deferred compensation plans to avoid penalties. The IRS provides voluntary correction programs for document and operational failures.
3) Comprehensive immigration reform being debated in Congress would impact recruiting, benefits and HR for many employers. The Senate may pass a bill by July and the House is considering separate reform bills.
Compliance Overview - Americans with Disabilities Act (ADA)ntoscano50
The Americans with Disabilities Act (ADA) is a federal law that makes it illegal for covered employers to discriminate against qualified individuals with disabilities in all employment practices, such as recruitment, compensation, hiring and firing, job assignments, training, leave and benefits. Employers with 15 or more employees are covered by the ADA.
The ADA requires a covered employer to provide a reasonable accommodation to an employee or job applicant with a disability, unless doing so would impose an undue hardship on the operation of the employer's business. Reasonable accommodation might include, for example, making the workplace accessible for wheelchair users or providing a reader or interpreter for someone who is blind or hearing impaired.
Employees have basic rights in the workplace including privacy, fair compensation, and freedom from discrimination. Applicants cannot be discriminated against based on attributes like age, gender, race, or religion. Employers cannot access an individual's credit, medical, or background information without permission. Employees are protected from harassment and have rights to a safe workplace, fair wages, and freedom from retaliation. Privacy rights around personal information, email, internet usage, communications, and medical records are balanced with employers' interests but regulated by laws like HIPAA. Individuals with disabilities are protected from discrimination under acts like the ADA.
Is your Talent Acquisition process fully compliant with the law? Covering the recruiting and hiring process chronologically, the experts at Newton and EBI address everything from the point of creating and posting a job, to attaining candidate authorization and running background checks. Eligible for SHRM and HRCI credits.
Courts and government agencies have been busy this year in the area of employment law. This presentation addresses the key new developments and cases from the last year and covers a wide variety of topics to keep you up-to-date on what is new in employment law and how to make sure your workplace is compliant.
The document discusses absence or leave as a reasonable accommodation under the Americans with Disabilities Act (ADA). It provides an overview of the ADA and what constitutes a disability and a qualified individual. It discusses requests for accommodation and the employer's obligation to engage in an interactive process. It addresses various types of accommodations including leave, modified schedules, working from home, and best practices for employers.
This document discusses employee rights and HR communications. It covers several key pieces of employment rights legislation including the Privacy Act of 1974, Fair Credit Reporting Act of 1971, Drug-Free Workplace Act of 1988, Polygraph Protection Act of 1988, and Worker Adjustment and Retraining Notification Act of 1988. Current issues related to employee rights such as drug testing, honesty tests, whistleblowing, and employee monitoring are also examined. The employment-at-will doctrine and exceptions are defined. Guidelines for discipline, counseling, and using employee communications like handbooks are provided.
How can you keep your EPLI claims exposure down and achieve early resolution to employee disputes before they become claims? What factors do the insurance carriers consider when rating your EPLI program? How can you manage your claims to mitigate risk and improve your EPLI program? This webinar will answer these and other questions regarding managing your EPLI program and deploying effective risk mitigation techniques.
Presented by AlphaStaff VP of Employment Relations, Carrie Cherveny, Esq.
Volunteer advocacy project - ADA PresentationPatti Singleton
The document discusses strategies for reasonable accommodation under the Americans with Disabilities Act (ADA) and Section 504. It provides an overview of the ADA and its titles relating to employment, public entities, public accommodations, and telecommunications. Key points include the definition of a qualified individual with a disability, the interactive reasonable accommodation process, disclosure of disabilities, and requirements for postsecondary schools to provide accommodations to students with disabilities.
This document summarizes an employment law seminar on reasonable accommodations under the Americans with Disabilities Act (ADA). It discusses how employers must provide reasonable accommodations to employees with disabilities to allow them to perform essential job functions. The seminar covered what constitutes a reasonable accommodation, the interactive process between employer and employee to discuss accommodations, and limitations on accommodations including not eliminating essential job functions or imposing undue hardship. It emphasizes that accommodation decisions may be evaluated by a jury, so employers should consider how they would explain such decisions.
The document discusses key concepts in US employment law, including the employment-at-will doctrine and its exceptions, major federal statutes governing wages/hours and workplace safety/health, leave laws like FMLA, and protections against discrimination based on characteristics like race, gender, age, and disability under laws such as Title VII, EPA, ADEA, and ADA. Defenses to discrimination claims include business necessity, BFOQ, seniority systems, and after-acquired evidence of employee misconduct.
Chapter 13 Employee Rights and DisciplineRayman Soe
This document discusses employee rights and privacy in the workplace. It covers topics such as employment-at-will, exceptions to at-will employment like public policy violations, implied contracts and implied covenants. It also discusses privacy issues for employees such as substance abuse testing, searches, surveillance, access to personnel files and discipline policies. The objectives are to explain employee rights and employer responsibilities, exceptions to at-will employment, privacy rights and how to establish disciplinary policies.
The document summarizes key US employment laws that prohibit discrimination and protect employee rights. It discusses the Civil Rights Acts of 1964 and 1972, along with other laws protecting employees from discrimination based on age, gender, disability status, military service, and family responsibilities. The Equal Employment Opportunity Commission and Office of Federal Contract Compliance Programs enforce these anti-discrimination laws and investigate potential violations. The document also briefly discusses international variations in employment laws and protections across countries like Australia, Germany, China, Mexico, and Canada.
This document provides a summary of key legal issues in human resources across three main areas: required posters and federal/state employment laws, the pre-employment and hiring process, and employment issues. It outlines specific laws and regulations regarding topics like discrimination, testing, independent contractors, employment agreements, workplace safety, and termination. The document is intended as an overview to help human resources professionals understand their legal obligations in managing employees.
Disability Accomodation: A Practical Approach 2012RyanSwansonLaw
The document discusses disability accommodations under the Americans with Disabilities Act and Washington Law Against Discrimination. It defines a disability as a physical or mental impairment that substantially limits major life activities. Employers must provide reasonable accommodations to allow employees to perform essential job functions when aware of an employee's disability, such as modifying facilities, restructuring jobs, or reassigning employees to open positions. However, accommodations are not required if they pose an undue hardship on the employer's business. The employer and employee should engage in an interactive process to determine effective accommodations.
Hot topics in employment law SHRM presentation April 8, 2015Polsinelli PC
Did you know that pregnancy discrimination is one of the EEOC's top 5 areas of focus? Learn more about this topic along with information around disability, transgender/gender identity and sexual orientation, wellness programs and obesity as it relates to the law.
Erin Schilling provides advice, counsel, and peace of mind so that employers can focus on what they do best – operating their business. Erin provides counsel to clients on a variety of employment issues including retaliation, leave issues and discrimination including age, race, disability, religion, national origin, and sex discrimination.
This document provides a disclaimer and overview of a toolbox of employment law information and resources. The summary states that the toolbox is intended for educational purposes and should not be considered legal advice. It also notes that using the toolbox does not create an attorney-client relationship and that competent legal advice should be sought from a licensed attorney. The toolbox includes glossaries, checklists, guides on topics like ADA/FMLA interaction and wage and hour law, as well as tools for investigations, terminations, reducing legal fees and more.
1. Aziz verbally complained to his boss repeatedly about offensive religious jokes during staff meetings but did not put his complaints in writing.
2. Aziz's boss planned to transfer Aziz to a new project with a 7% pay cut and different hours that would impact Aziz's ability to care for his father, which could be seen as retaliation for his complaints.
3. The Supreme Court recently ruled that oral complaints are protected under anti-retaliation laws, so Aziz's verbal complaints would be valid and the planned transfer could lead to a retaliation claim against the organization.
Legal issues in Human Resources Management | File A ComplaintFileAComplaint FAC
This document provides an overview of common legal issues faced by human resource professionals. It discusses federal laws prohibiting employment discrimination based on protected classes such as race, gender, religion, and disability. The Equal Employment Opportunity Commission enforces anti-discrimination laws and investigates complaints. The document also outlines legal requirements around compliance, safety, military leave, labor relations, employee privacy, and negligence. Key Supreme Court cases that established standards for disparate treatment claims and hostile work environment sexual harassment are also summarized.
Top Ten Reasons Employees Sue Their EmployerPraxiom
Every potential job applicant, employee who enters your workplace, and every former employee who leaves it, represents a potential plaintiff in a lawsuit against your company. This is increasingly true in these difficult economic times. An employee may believe he or she has been discriminated against, harassed, or subjected to retaliation. The employee may just be looking for money - or payback. If your company finds itself in a lawsuit tomorrow, will it be ready to defend its business decisions? In this seminar, Mr. Ussery will discuss the most common factors that motivate employees to sue their employers. More importantly, he will discuss the steps your company can take to defend against liability, if not avoid the lawsuit all together.
Basic presentation on employment law for recruiters. Significant content in speaker notes only; many slides are all or mostly visuals. Contact me if interested in using.
Everything You Ever Wanted to Know About Employment Law (But Didn't Want to P...Mark Toth
This document provides an overview of employment law topics including the Americans with Disabilities Act (ADA), Age Discrimination in Employment Act (ADEA), Consolidated Omnibus Budget Reconciliation Act (COBRA), Equal Pay Act (EPA), Employee Retirement Income Security Act (ERISA), Fair Credit Reporting Act (FCRA), and Fair Labor Standards Act (FLSA). It discusses requirements, prohibitions, covered employers and employees, exemptions, penalties, and compliance tips for each law. The document is presented through a quiz-show format with references to various legal sources.
This document provides guidance to managers on properly conducting corrective action with employees. It emphasizes the importance of documentation in avoiding wrongful termination lawsuits. The key points are:
1) Managers should follow a step-by-step corrective action process that includes informal and formal warnings documented using the FOSA+ system, which outlines the facts, objectives, solutions, actions, and overall efforts to help the employee succeed.
2) Proper documentation is critical because employment lawsuits often hinge on whether managers treated employees fairly and documented interactions appropriately. Without documentation, managers' memories may not be accurate in legal proceedings.
3) Following corrective action best practices helps improve employee performance and relations while protecting the company and managers
This document summarizes the key points of a seminar on ADA issues arising from the COVID-19 pandemic. It discusses how the ADA applies to disability-related inquiries, medical examinations, reasonable accommodations, and protective measures in the workplace during the pandemic. The document provides an overview of the ADA and outlines considerations and guidelines for employers in complying with the ADA as they navigate workplace policies and procedures during the COVID-19 crisis.
The Impact of Communicable Diseases, Including Coronavirus, on the WorkplaceFinancial Poise
When it comes to dealing with communicable disease-related issues within the workplace, planning is everything. What kinds of things might an employer do to lessen the impact of a communicable disease disaster on their business? Join this panel of experts as they explore these topics: (1) FFCRA-eligibility, hardship waivers, benefits required; (2) Increased employer medical screening, testing & temperature taking; (3) Managing remote work, how to assess eligibility for remote work (job descriptions, accommodations, electronic access); (4) Workplace communication--HIPAA, privacy, etc.
Part of the webinar series: PROTECTING YOUR EMPLOYEE ASSETS: THE LIFE CYCLE OF THE EMPLOYMENT RELATIONSHIP 2022
See more at https://www.financialpoise.com/webinars/
Kris Tanner & Dan Ditto provide detailed information about recent HR updates and laws to help keep your business compliant in 2021.
As a co-employer, we're excited to help our clients continue to grow and achieve their business goals in 2021.
The document discusses absence or leave as a reasonable accommodation under the Americans with Disabilities Act (ADA). It provides an overview of the ADA and what constitutes a disability and a qualified individual. It discusses requests for accommodation and the employer's obligation to engage in an interactive process. It addresses various types of accommodations including leave, modified schedules, working from home, and best practices for employers.
This document discusses employee rights and HR communications. It covers several key pieces of employment rights legislation including the Privacy Act of 1974, Fair Credit Reporting Act of 1971, Drug-Free Workplace Act of 1988, Polygraph Protection Act of 1988, and Worker Adjustment and Retraining Notification Act of 1988. Current issues related to employee rights such as drug testing, honesty tests, whistleblowing, and employee monitoring are also examined. The employment-at-will doctrine and exceptions are defined. Guidelines for discipline, counseling, and using employee communications like handbooks are provided.
How can you keep your EPLI claims exposure down and achieve early resolution to employee disputes before they become claims? What factors do the insurance carriers consider when rating your EPLI program? How can you manage your claims to mitigate risk and improve your EPLI program? This webinar will answer these and other questions regarding managing your EPLI program and deploying effective risk mitigation techniques.
Presented by AlphaStaff VP of Employment Relations, Carrie Cherveny, Esq.
Volunteer advocacy project - ADA PresentationPatti Singleton
The document discusses strategies for reasonable accommodation under the Americans with Disabilities Act (ADA) and Section 504. It provides an overview of the ADA and its titles relating to employment, public entities, public accommodations, and telecommunications. Key points include the definition of a qualified individual with a disability, the interactive reasonable accommodation process, disclosure of disabilities, and requirements for postsecondary schools to provide accommodations to students with disabilities.
This document summarizes an employment law seminar on reasonable accommodations under the Americans with Disabilities Act (ADA). It discusses how employers must provide reasonable accommodations to employees with disabilities to allow them to perform essential job functions. The seminar covered what constitutes a reasonable accommodation, the interactive process between employer and employee to discuss accommodations, and limitations on accommodations including not eliminating essential job functions or imposing undue hardship. It emphasizes that accommodation decisions may be evaluated by a jury, so employers should consider how they would explain such decisions.
The document discusses key concepts in US employment law, including the employment-at-will doctrine and its exceptions, major federal statutes governing wages/hours and workplace safety/health, leave laws like FMLA, and protections against discrimination based on characteristics like race, gender, age, and disability under laws such as Title VII, EPA, ADEA, and ADA. Defenses to discrimination claims include business necessity, BFOQ, seniority systems, and after-acquired evidence of employee misconduct.
Chapter 13 Employee Rights and DisciplineRayman Soe
This document discusses employee rights and privacy in the workplace. It covers topics such as employment-at-will, exceptions to at-will employment like public policy violations, implied contracts and implied covenants. It also discusses privacy issues for employees such as substance abuse testing, searches, surveillance, access to personnel files and discipline policies. The objectives are to explain employee rights and employer responsibilities, exceptions to at-will employment, privacy rights and how to establish disciplinary policies.
The document summarizes key US employment laws that prohibit discrimination and protect employee rights. It discusses the Civil Rights Acts of 1964 and 1972, along with other laws protecting employees from discrimination based on age, gender, disability status, military service, and family responsibilities. The Equal Employment Opportunity Commission and Office of Federal Contract Compliance Programs enforce these anti-discrimination laws and investigate potential violations. The document also briefly discusses international variations in employment laws and protections across countries like Australia, Germany, China, Mexico, and Canada.
This document provides a summary of key legal issues in human resources across three main areas: required posters and federal/state employment laws, the pre-employment and hiring process, and employment issues. It outlines specific laws and regulations regarding topics like discrimination, testing, independent contractors, employment agreements, workplace safety, and termination. The document is intended as an overview to help human resources professionals understand their legal obligations in managing employees.
Disability Accomodation: A Practical Approach 2012RyanSwansonLaw
The document discusses disability accommodations under the Americans with Disabilities Act and Washington Law Against Discrimination. It defines a disability as a physical or mental impairment that substantially limits major life activities. Employers must provide reasonable accommodations to allow employees to perform essential job functions when aware of an employee's disability, such as modifying facilities, restructuring jobs, or reassigning employees to open positions. However, accommodations are not required if they pose an undue hardship on the employer's business. The employer and employee should engage in an interactive process to determine effective accommodations.
Hot topics in employment law SHRM presentation April 8, 2015Polsinelli PC
Did you know that pregnancy discrimination is one of the EEOC's top 5 areas of focus? Learn more about this topic along with information around disability, transgender/gender identity and sexual orientation, wellness programs and obesity as it relates to the law.
Erin Schilling provides advice, counsel, and peace of mind so that employers can focus on what they do best – operating their business. Erin provides counsel to clients on a variety of employment issues including retaliation, leave issues and discrimination including age, race, disability, religion, national origin, and sex discrimination.
This document provides a disclaimer and overview of a toolbox of employment law information and resources. The summary states that the toolbox is intended for educational purposes and should not be considered legal advice. It also notes that using the toolbox does not create an attorney-client relationship and that competent legal advice should be sought from a licensed attorney. The toolbox includes glossaries, checklists, guides on topics like ADA/FMLA interaction and wage and hour law, as well as tools for investigations, terminations, reducing legal fees and more.
1. Aziz verbally complained to his boss repeatedly about offensive religious jokes during staff meetings but did not put his complaints in writing.
2. Aziz's boss planned to transfer Aziz to a new project with a 7% pay cut and different hours that would impact Aziz's ability to care for his father, which could be seen as retaliation for his complaints.
3. The Supreme Court recently ruled that oral complaints are protected under anti-retaliation laws, so Aziz's verbal complaints would be valid and the planned transfer could lead to a retaliation claim against the organization.
Legal issues in Human Resources Management | File A ComplaintFileAComplaint FAC
This document provides an overview of common legal issues faced by human resource professionals. It discusses federal laws prohibiting employment discrimination based on protected classes such as race, gender, religion, and disability. The Equal Employment Opportunity Commission enforces anti-discrimination laws and investigates complaints. The document also outlines legal requirements around compliance, safety, military leave, labor relations, employee privacy, and negligence. Key Supreme Court cases that established standards for disparate treatment claims and hostile work environment sexual harassment are also summarized.
Top Ten Reasons Employees Sue Their EmployerPraxiom
Every potential job applicant, employee who enters your workplace, and every former employee who leaves it, represents a potential plaintiff in a lawsuit against your company. This is increasingly true in these difficult economic times. An employee may believe he or she has been discriminated against, harassed, or subjected to retaliation. The employee may just be looking for money - or payback. If your company finds itself in a lawsuit tomorrow, will it be ready to defend its business decisions? In this seminar, Mr. Ussery will discuss the most common factors that motivate employees to sue their employers. More importantly, he will discuss the steps your company can take to defend against liability, if not avoid the lawsuit all together.
Basic presentation on employment law for recruiters. Significant content in speaker notes only; many slides are all or mostly visuals. Contact me if interested in using.
Everything You Ever Wanted to Know About Employment Law (But Didn't Want to P...Mark Toth
This document provides an overview of employment law topics including the Americans with Disabilities Act (ADA), Age Discrimination in Employment Act (ADEA), Consolidated Omnibus Budget Reconciliation Act (COBRA), Equal Pay Act (EPA), Employee Retirement Income Security Act (ERISA), Fair Credit Reporting Act (FCRA), and Fair Labor Standards Act (FLSA). It discusses requirements, prohibitions, covered employers and employees, exemptions, penalties, and compliance tips for each law. The document is presented through a quiz-show format with references to various legal sources.
This document provides guidance to managers on properly conducting corrective action with employees. It emphasizes the importance of documentation in avoiding wrongful termination lawsuits. The key points are:
1) Managers should follow a step-by-step corrective action process that includes informal and formal warnings documented using the FOSA+ system, which outlines the facts, objectives, solutions, actions, and overall efforts to help the employee succeed.
2) Proper documentation is critical because employment lawsuits often hinge on whether managers treated employees fairly and documented interactions appropriately. Without documentation, managers' memories may not be accurate in legal proceedings.
3) Following corrective action best practices helps improve employee performance and relations while protecting the company and managers
This document summarizes the key points of a seminar on ADA issues arising from the COVID-19 pandemic. It discusses how the ADA applies to disability-related inquiries, medical examinations, reasonable accommodations, and protective measures in the workplace during the pandemic. The document provides an overview of the ADA and outlines considerations and guidelines for employers in complying with the ADA as they navigate workplace policies and procedures during the COVID-19 crisis.
The Impact of Communicable Diseases, Including Coronavirus, on the WorkplaceFinancial Poise
When it comes to dealing with communicable disease-related issues within the workplace, planning is everything. What kinds of things might an employer do to lessen the impact of a communicable disease disaster on their business? Join this panel of experts as they explore these topics: (1) FFCRA-eligibility, hardship waivers, benefits required; (2) Increased employer medical screening, testing & temperature taking; (3) Managing remote work, how to assess eligibility for remote work (job descriptions, accommodations, electronic access); (4) Workplace communication--HIPAA, privacy, etc.
Part of the webinar series: PROTECTING YOUR EMPLOYEE ASSETS: THE LIFE CYCLE OF THE EMPLOYMENT RELATIONSHIP 2022
See more at https://www.financialpoise.com/webinars/
Kris Tanner & Dan Ditto provide detailed information about recent HR updates and laws to help keep your business compliant in 2021.
As a co-employer, we're excited to help our clients continue to grow and achieve their business goals in 2021.
The Impact of Communicable Diseases, Including Coronavirus, on the WorkplaceFinancial Poise
Part of the webinar series: PROTECTING YOUR EMPLOYEE ASSETS: THE LIFE CYCLE OF THE EMPLOYMENT RELATIONSHIP 2021
When it comes to dealing with communicable disease-related issues within the workplace, planning is everything. What kinds of things might an employer do to lessen the impact of a communicable disease disaster on their business? Join this panel of experts as they explore these topics: (1) FFCRA-eligibility, hardship waivers, benefits required; (2) Increased employer medical screening, testing & temperature taking; (3) Managing remote work, how to assess eligibility for remote work (job descriptions, accommodations, electronic access); (4) Workplace communication--HIPAA, privacy, etc.
This document provides an overview and agenda for a workshop on core principles of human resources. The workshop will review the duty to accommodate employees with disabilities, staffing basics like recruiting and compensation, and designing human resources policies. It also presents examples of accommodating employees with disabilities and the responsibilities of both employers and employees in the accommodation process. Key topics include when the duty to accommodate applies, types of accommodations and disabilities, and maintaining confidentiality of employee medical information.
10 Trending Employee Relations Issues for 2016HR ACUITY LLC
This document discusses several trending employee relations issues for 2016, including same-sex marriage benefits, social media policies, tattoo policies, transgender employee policies, performance reviews, medical marijuana, "ban the box" policies, reverse mentoring, the Affordable Care Act employer mandate, and confidentiality in workplace investigations. Key issues around each topic center on balancing employee rights and privacy with business interests.
· Welcome to Week 4This week will cover material about Backgroun.docxodiliagilby
· Welcome to Week 4
This week will cover material about Background Checks.
In this lesson, we will discuss:
· What are communication strategies that can be used to communicate the regulatory changes to hiring leaders within an organization?
· Background Checks
· Education History
· Employment History
· Financial History
· Medical History
· Criminal History
· Social Media History
· Driving History
· Recordkeeping and Maintenance
Course Learning Objectives:
By the end of this lesson, you will be able to:
· Apply theory and concept to real world of HR policy and situations in the workplace
· Examine employee relations and discuss laws and policies related to employment opportunities, allegations of discrimination, employment practices, diversity, and affirmative action programs
· LESSON
Background Checks
LESSON TOPICS
· Background Checks
· Education History
· Employment History
· Financial History
· Medical History
· Criminal History
· Ban the Box
· Social Media History
· Driving History
· Background Check Summary
· Additional Resources on Background Checks
· Recordkeeping and Maintenance
· Communicating Policy
INTRODUCTION
This lesson will focus on two main areas. The first will be on background checks and the second will be on communicating policy changes to hiring managers within an organization. Although the two topics may seem unrelated, we will explore how they are connected. Anytime a policy is added, changed, or updated, the appropriate personnel must be informed. Communicating the new information in an effective way can be just as important as the policy itself.
Background Checks
Before we jump into our discussion on employment background checks, we need to understand what it means. Essentially, it means to verify or authenticate the information provided by an applicant or employee. This could include checking the information provided on an application, in a resume, or from an interview. The employer wants to ensure the employee or candidate has the background and experience they are claiming.
If it is determined that an applicant was untruthful about their experience, credentials, education, qualifications and so forth, then the employer can release, or fire that person provided the person signed or attested to the truthfulness of the information.
Information an employer might want to gather about an applicant could include some or all of the following; education history, work history, financial history, medical history with some exceptions), criminal history, and their use of social media. It is not against the law for an employer to ask questions about the applicant or employees background or to require a background check.
There are many reasons an employer would want to conduct a background check. The most common reason is to avoid negligent hiring. If an employee kills or injures someone, the company could be held liable. Some positions require it by law such as those that work with children, elderly, or the disabled. Recen ...
Running head ERISA AND EEOC1ERISA AND EEOC6.docxtodd271
Running head: ERISA AND EEOC 1
ERISA AND EEOC 6
Comparing and Contrasting ERISA and EEOC
Keri King
Module 5
Comparing and Contrasting ERISA and EEOC
Employee Retirement Income Security Act (ERISA) protects Americans’ retirement assets through the implementation of procedures that qualified plans must adhere to. In the context, the intention is ensuring that fiduciaries do not misuse plan assets. Moreover, it formulates minimum standards for participation, vesting, benefit accrual, and funding of retirement plans. In this case, participants in the retirement plan are entitled to sue either for benefits or breaches of fiduciary duty.
The Equal Employment Opportunity Commission, on the other hand, enforces federal laws regarding discrimination or harassment of job applicants or other employees in the United States of America. In the context, it investigates discrimination charges that are leveled against employers, companies being subject to the law if they have at least 15 employees. Unlike ERISA, EEOC highlights acceptable practices that employers should engage in as well as those that should be shunned. As an illustration, it provides that an employer should not publish a job advertisement that exhibits some preference for a group of people based on sex, color, age, and the like.
Although some similarities exist between ERISA and EEOC, it is worth noting that the functionality and provisions therein involve a great deal of differences. In my view, the appropriate methodology for the presentation of the differences would be the discussion of individual provisions of both ERISA and EEOC.
ERISA cover involves a myriad of benefits, one of which is medical, surgical, or hospital care. Under it, a participant who is admitted to medical facilities either for basic medical care or comprehensive check-up enjoys ERISA cover. The other benefit is that of sickness, accident, disability, or death. The implication in the case is that a participant who is admitted to the hospital enjoys full medical cover. Moreover, a beneficiary who suffers an accident and sustains an injury of whichever magnitude would receive some benefits to enable them to push on with a decent life. In case of death, however, the participant’s beneficiaries receive compensation for the avoidance of interruption of their lives due to the loss of the breadwinner. The cover also entails unemployment benefits for the extension of a stipend on a regular basis during the period of loss of employment (Anderson, 2015). In this case, the stipend may be extended on a monthly basis to enable the participant to cater to the needs of his family members. The cover also entails vacation benefits, whereby the participants who are on leave continue to enjoy the compensation benefits they would have if they were working. The benefits therein encourage participants to proceed on vacation, where they gain the opportunity to refresh and plan for future endeavors. Notably, the .
HRM UNIT II Lesson 1 EQUAL EMPLOYMENT OPPORTUNITY (EEO)_58f235c213585377c241c...VielMarvinPBerbano
Equal employment opportunity (EEO) laws prohibit discrimination in hiring and employment decisions based on certain protected characteristics. Under EEO, all qualified candidates should have an equal chance of being hired or promoted based solely on job-related merits regardless of their race, gender, religion, or other protected attributes. EEO regulations require employers to make employment decisions only based on factors like qualifications, performance, and conduct, rather than personal characteristics. Employers who violate EEO laws can face lawsuits and penalties.
Analytical Essay Evaluation Rubric
0 1 2 3 4
Score
0-4
Essays are evaluated on a 4-point scale where 0 = F and 4 = A.
An essay that does not achieve the benchmarks in Level 1 or is plagiarized will earn 0 points or an F.
Purpose and
Requirements
Demonstrates no
attention to the
purpose and
requirements of
assignment.
Demonstrates minimal
attention to the purpose
and requirements of
assignment.
Demonstrates awareness
of purpose and
requirements of
assignment.
Demonstrates solid
understanding of the
purpose of the assignment
and a clear focus on the
assignment’s task(s).
Demonstrates a thorough
understanding of purpose of the
assignment that is responsive to
the assigned task(s) and focuses
all elements of the essay.
Content
Development
Does not use concepts
learned in course to
analyze a primary
source.
Uses concepts learned in
course to analyze a primary
source but few are
appropriate and relevant
and the development or
application of these
concepts is limited.
Uses appropriate and
relevant concepts learned
in course to analyze a
primary source but the
development or
application of these ideas
is limited.
Uses appropriate and
relevant concepts learned in
the course to analyze a
primary source and the
development or application
of these ideas is consistent
throughout the essay.
Uses appropriate and relevant
concepts learned in course to
analyze a primary source and
the development or application
of these ideas is exemplary
throughout the essay and
indicates mastery of course
content.
College-Level
Writing
Conventions
Demonstrates no
attempt to use a
consistent system for
basic organization,
presentation, and
documentation.
Attempts to use a
consistent system for basic
organization, presentation,
and documentation.
Follows conventions
appropriate to college-
level writing for basic
organization,
presentation, and
documentation.
Demonstrates consistent use
of important conventions of
college-level writing
regarding organization,
presentation, style, and
documentation.
Demonstrates detailed
attention to and successful
execution of conventions of
college-level writing including
organization, presentation,
formatting, style, and
documentation.
Control of
Syntax and
Mechanics
Uses language that
obstructs meaning
because of errors in
usage or imprecision.
Uses language that
sometimes impedes
meaning because of errors
in usage or imprecision.
Uses language that often
conveys meaning to
readers, although writing
may include some
grammatical or
mechanical errors.
Uses straightforward
language that conveys
meaning to readers clearly.
The writing has few
grammatical or mechanical
errors.
Uses graceful language that
skillfully communicates meaning
to readers with clarity and
fluency and is virtually error-
free.
Sources and
Evidence
Demonstrates no
attempt to use sources
to support ideas.
D ...
The document summarizes the services, processes, and guidelines of the Montana Human Rights Bureau. It discusses what types of discrimination cases the Bureau handles, the complaint and investigation process, definitions of key terms like harassment and reasonable accommodation, employer responsibilities, and resources for employers and employees.
HR Solutions 10th Year Anniversary Employment Law UpdateGregory Guilford
The document summarizes key employment law updates in the UK, including the abolition of the default retirement age, expanded maternity/paternity leave provisions, the Equality Act, the Bribery Act, Agency Worker Regulations, and upcoming pension reforms. It provides details on new rights for employees in each area as well as advice for employers on complying with the changing legislation.
This document provides guidance for employers on creating a transgender-friendly workplace in regards to recruitment and retention of transgender staff. It addresses practical advice and legal considerations. Some key points include promoting inclusion on the company website, being flexible with application forms, ensuring sensitive handling of personal information, complying with anti-discrimination laws, and providing support and training for managers to understand issues impacting transgender employees. The overall goal is for employers to make all staff feel valued and enable transgender individuals to fulfill their potential without fear of discrimination.
West univeristy kansas city new employee manuelMin Xu
This document provides an overview and summary of topics to be covered in a new employee handout training. The training will address diversity and equal employment policies, workplace expectations, safety policies, employee classifications, benefits, time off, compensation, and performance evaluations. It aims to outline the company's policies regarding anti-discrimination, harassment, drug testing, hiring and firing procedures, grievances, development opportunities, and COBRA benefits continuation. The presentation is intended to educate new employees on workplace policies and expectations.
HR compliance update is essential for keeping up with ever-changing laws and regulations. Start 2020 confident you can handle the questions from supervisors, employees, and corporate leaders about employment law changes.
West univeristy kansas city new employee manuelMin Xu
This new employee handout covers diversity, employment, workplace safety, expectations, benefits, time off, and compensation. It includes sections on equal employment opportunity, anti-harassment policies, ADA compliance, employee classifications, background checks, transfers, discipline, and separation. Workplace safety addresses drug testing. Benefits reviews vacation, sick leave, insurance, and retirement options. Performance evaluations ensure accountability and progress towards the organization's mission.
This document provides an overview of key HR topics such as employment at-will, discrimination, recruiting, performance management, and ending employment. It discusses that employment with the company is at-will but cannot be ended for discriminatory reasons. Discrimination based on protected classes such as race, gender, or age is prohibited. Recruiting practices like interview questions and social media checks must be consistent and avoid topics that could be discriminatory. Performance issues should be addressed through coaching and documentation before ending employment.
This document provides guidance on interviewing and hiring people with disabilities. It discusses qualifications for protected individuals under the ADA, conducting accessible interviews, reasonable accommodations, employer and employee responsibilities regarding accommodations, and etiquette tips for interacting with people with different types of disabilities. The goal is to educate employers on inclusive hiring practices that comply with anti-discrimination laws and allow qualified candidates with disabilities to demonstrate their abilities.
This presentation provides an overview of corporate compliance for Hawthorne Foundation employees. It discusses the importance of following laws and regulations to ensure the organization remains viable. Employees are responsible for knowing policies and procedures, documenting services accurately, and reporting any issues or concerns. The goal is to prevent fraud and abuse and encourage a culture of integrity where employees do the right thing even without supervision.
The document outlines the key responsibilities of a chief compliance officer, which include overseeing and monitoring the compliance program, reporting regularly to leadership, revising the program based on changes, ensuring employee training, and disseminating new laws and regulations. It then provides examples of educational materials and policy documents developed by the compliance officer related to identity theft, billing changes, and HIPAA compliance.
No HR Staff? 7 Crucial Moves to Master Everyday Employee ManagementComplyRight, Inc.
There's a point when it becomes obvious that a business needs an HR professional on staff. Until then, managing the required recordkeeping tasks, handling questions from employees, and taking proper steps to protect your business from legal risk can seem like a never-ending burden that distracts from other critical business activities. And yet, you can’t afford to ignore these responsibilities.
Take a deep breath! This free webinar will provide practical guidelines for getting HR activities under control, even without an HR specialist on staff. After the presentation, you’ll have solid information to help your business run more smoothly and, most importantly, protect you in the event of an employee lawsuit.
In this insightful webinar, you'll learn:
• Common mistakes to avoid when hiring
• How to create an organized recordkeeping system
• Employee policies every business needs
• The right way to document performance issues
• Why accurate labor law postings are critical
• Steps to prevent a costly harassment claim
• How to use technology to reduce HR overhead
Visions of Reality Inspiring Innovations from MIT Reality Hack 2024.betterworlds2012
The MIT Reality Hack 2024 brought together over 500 visionaries in VR, AR, MR, and XR, transforming my view on what I had skeptically called "computational illusions."
How Can I Apply in India (2024) for a US B1/B2 Visa Renewal?usaisofficial
Are your US visas current? Though it will soon expire, I’m not sure what to do. We will assist you in getting a fresh US visa and being protected. The procedures and conditions for renewing a US B1/B2 visa can grab your attention. This blog article will cover everything you need to know regarding the US B1/B2 visa renewal in India in 2024. Alternatively, do you have to show up for an interview? Right now, the US B1/B2 visa waiting period in India is what?
By refining the layout and replacing furnishings, people can more effectively enjoy themselves in their home environment. If you want to enhance the visual appeal of your home, then residential painting services are at your service. We take responsibility for transforming your dull spaces into vibrant ones. This PPT unveils the difference that professional painters make in elevating the look of your home.
Material Testing Lab Services in Dubai.pptxsandeepmetsuae
Dubai is home to numerous advanced material testing labs, offering state-of-the-art facilities for a wide range of industries. These labs provide critical services such as mechanical testing, chemical analysis, and non-destructive testing, ensuring the quality and durability of materials used in construction, aerospace, and manufacturing.
Landscape Architect Melbourne specializes in designing stunning, sustainable outdoor spaces that blend creativity with functionality. From lush gardens to innovative urban landscapes, they transform environments into aesthetically pleasing, eco-friendly havens. Their expertise ensures each project harmonizes with its surroundings, enhancing Melbourne's unique urban character while promoting environmental stewardship.
Material Testing Lab Services in Dubai.pdfsandeepmetsuae
Dubai is home to numerous advanced material testing labs, offering state-of-the-art facilities for a wide range of industries. These labs provide critical services such as mechanical testing, chemical analysis, and non-destructive testing, ensuring the quality and durability of materials used in construction, aerospace, and manufacturing.
The 5 Most Important Pipefitter Tools.pdfSchulteSupply
Equip yourself with the essential tools every pipefitter needs to tackle any job with confidence. "The 5 Most Important Pipefitter Tools" explores the must-have instruments that form the backbone of a pipefitter's toolkit. From pipe wrenches and tube cutters to threading machines and alignment clamps, this guide provides an in-depth look at the key tools that ensure precision and efficiency in every project. Learn about the functions, features, and benefits of each tool, along with expert tips on how to use them effectively.Whether you're a seasoned professional or an aspiring pipefitter, understanding these fundamental tools is crucial for success in the field. Discover how investing in the right equipment can enhance your craftsmanship and productivity in pipefitting tasks.
Electrical Testing Lab Services in Dubai.pdfsandeepmetsuae
An electrical testing lab in Dubai plays a crucial role in ensuring the safety and efficiency of electrical systems across various industries. Equipped with state-of-the-art technology and staffed by experienced professionals, these labs conduct comprehensive tests on electrical components, systems, and installations.
Webroot antivirus helps with online security. Use reliable security software to protect your devices from attacks, providing online security and quiet mind when using technology for business or work.
How Long Does Vinyl Siding Last and What Impacts Its Life Expectancy?Alexa Bale
The majority of siding industry insiders assert that vinyl has a 20–40-year lifespan. Although this lifetime indicates an increase over earlier siding types, the average life expectancy is heavily dependent on outside factors. Vinyl siding needs to be carefully maintained, especially after a weather event. Dive into ppt to know How Long Does Vinyl Siding Last and What Impacts Its Life Expectancy.
Check CNIC Information | +447490809237 | CNIC Details Checkerownerdetailssim
Whatsapp Number For Paid Service:
+447490809237
The CNIC Information System is a comprehensive database managed by the National Database and Registration Authority (NADRA) of Pakistan. It serves as the primary source of identification for Pakistani citizens and residents, containing vital information such as name, date of birth, address, and biometric data.
nadra cnic details
cnic details with picture
cnic details
how to check cnic details with picture
check cnic details
cnic details online
cnic number details
how to check cnic details
how to check cnic number details online
cnic detail by cnic number
how can i check my cnic details
nadra cnic detail check
number details with cnic
how to check cnic details online
cnic details with picture online
cnic sim details
check cnic details online
how can i check my cnic details online
how to check sim detail on cnic
how to check sim details on cnic
check cnic number details online in pakistan
cnic check details
cnic full detail
how can i check cnic details
my cnic details
pakistan cnic number details
cnic details finder
cnic details pakistan
how to check cnic details by mobile number
how to check nadra cnic details
online cnic details check
pakistani cnic details
sim cnic detail
sim details on cnic
check detail with cnic number
check mobilink sim number customer detail and cnic number
find cnic details
how to check cnic details pakistan
how to check my cnic details online
my cnic card details
bank account details by cnic number
check cnic number details
cnic details by number
cnic number sim detail
details through cnic number
how to check my cnic details
sim number details by cnic
cnic details with mother name
fbr cnic details
how to check father cnic number details online
mobile number cnic details online
cnic detail with cnic number
online check cnic detail
verify cnic details
check online cnic detail
cnic pic details
get details from cnic number
how can i check my cnic details through cnic number
how to find cnic details
how to find cnic number details
pakistan cnic details
pakistan cnic details online
check cnic detail by cnic number
check detail by cnic number
check sim details by cnic
cnic card details
details from cnic number
find details by cnic number
how to get details from cnic number
mobile number detail with name and cnic in pakistan
can i check my cnic details online
check cnic card details
check cnic details nadra
check cnic details pakistan
check cnic number details online
check cnic sim details
check details of cnic number
check my cnic details
check nadra cnic details
check nadra cnic full detail and print copy
check online cnic id card verification and detail bio data
check sim details on cnic
check your cnic details online
cnic code details
cnic details check online
cnic details online check
cnic details through sms
cnic details with father name
cnic details with mobile number
cnic details with name
cnic details with picture online pakistan
cnic no detail
cnic number check details
How to Handle Open Web Application Security Project(OWASP) Top Vulnerabilitiescoast550
Handling OWASP top vulnerabilities requires a proactive and multi-faceted approach. It involves implementing secure coding practices, regular security assessments, and staying up-to-date with the latest security trends and patches. By fostering a security-first mindset and integrating security into the development lifecycle, organizations can significantly reduce the risks posed by these common vulnerabilities.
To get more information, check
https://whitecoastsecurity.com/safeguarding-web-applications-a-white-coast-security-perspective-on-the-owasp-top-10-vulnerabilities/
Whatsapp Number for Paid Service:
+447490809237
How To Check SIM Owner Name And CNIC Of Any Mobile Number
Thanks to the Pakistan Telecommunication Authority’s (PTA) online verification facilities, obtaining SIM owner information has become much easier. Here’s how to find the CNIC and SIM owner details by number:
Compose an SMS to 667: Open a new message on your SIM card and write “MNP”.
Send the SMS: Send this message to the shortcode 667.
Receive Information: Wait for a reply. A message containing the name of the SIM owner associated with the specific SIM number will be sent to you.
Additionally, you can visit or call your network service provider’s local customer care center to confirm the SIM registration status and owner’s name. This simplified procedure eliminates the need for extensive documentation and offers a convenient way to obtain necessary SIM details in Pakistan.
Check SIM Owner Details With Name Online
In Pakistan, there are various Android apps and software solutions available to check the SIM owner’s name by mobile number online. However, it is important to note that most of these apps have not been approved by the Pakistan Telecommunication Authority (PTA), and their use is not recommended. If you choose to use these apps, proceed with caution. Remember, the current law only permits the registration of five SIMs under one identity.
Always verify the validity of any software or tool you decide to use, as unauthorized access to SIM owner credentials may have legal consequences.
Check Jazz SIM Owner Name Details 2024
To check Jazz SIM owner name and details online, follow these steps:
Open the Messaging App: On your mobile phone, open the messaging app.
Create a New Message: Type “667” in the recipient field.
Write the Message: Type “MNP” in the message body.
Send the Message: Send the message using your Jazz SIM.
Wait for a Response: You will receive a message containing the SIM owner’s name and CNIC number associated with the Jazz SIM you are using.
Terms:
Codes can change at any time. Check the Jazz website if the code above has an error.
For further information, call the Jazz helpline.
You can check the Jazz SIM owner, registered address, and location by calling the helpline.
Check Ufone Sim Owner Name Details 2024.
If you want to Check Ufone SIM Owner Name & Ufone SIM Owner Details online check it by the following steps:
Open the messaging app on your mobile phone.
Create a new message.
In the recipient field, type “667”.
In the message body, type “MNP”.
Send the message through your Ufone SIM.
Wait for a response. You will receive a message containing the SIM owner’s name and CNIC number associated with the Ufone SIM which is in your use.
#sim owner details
#sim owner details pakistan
#nadra sim owner details
#sim owner details by number
#sim owner details online
#sim owner details apk
#sim owner details app
#sim owner details online check pakistan
#pak sim data sim owner details
#zong sim owner details
How Live-In Care Benefits Chronic Disease Management.pdfKenWaterhouse
Explore how live-in care can significantly benefit chronic disease management, enhancing the quality of life for those affected and providing peace of mind for their families.
Whatsapp Number For Paid Services:
+447490809237
Find Sim owner details easily with our Live Tracker. You will get accurate and instant sim information with number. Whether, you are looking for Nadra Sim Ownership details or location we are here to serve you.
Are you in need of quick and reliable access to SIM ownership details and other essential information for Pakistani telecommunications customers? Look no further!
Our live tracker is providing you with up-to-date SIM database information within seconds. Gone are the days of waiting for official sources to provide this data, as our service offers instant access to SIM ownership details, equivalent to information obtained from official sources but without the long wait times.
With just basic internet skills and a stable connection, you can conveniently access Pakistani SIM data, including owner details for 2024. Whether you need to verify phone number details, check SIM information, or access mobile number information online, our platform has you covered. Save time and effort by using our service today!
Sim Tracker – Free Sim Data 2024
Here are the some tools that are free to use like sim tracker, sim database checker , sim owner details , and also vehicle owner details and if you want our premium or paid services then you can contact us on whatsapp.
How to Verify the Number of SIM Cards Registered under your CNIC?
If you want to check how many SIM cards are registered under your name, you can do it easily. Just go to your mobile network provider’s website or app. Look for the feature called “SIM Ownership CNIC Tracker.” Then, type in your CNIC number correctly. After you submit it, the system will show you a list of all the SIM cards registered under your name. It will tell you which ones are active (in use) and which ones are inactive (not in use). Check this list carefully to see if there are any SIM cards you don’t need anymore. If you find any inactive ones, you can remove them to make room for new ones. This is helpful if you’re trying to add a new SIM card but all the slots are full. If you have any questions or problems with the registered SIM cards, you can contact your mobile network provider’s customer support for help.. By doing this, you can manage your SIM cards better and make sure you’re using your slots efficiently.
What information does live tracker provide for CNIC numbers?
SimOwnerDetails.online offers a comprehensive range of NADRA sim owner details for CNIC numbers. This includes the holder’s name, address, and a complete list of mobile numbers registered under the CNIC. Users can access detailed information about each registered SIM, facilitating better management and security of their telecommunications accounts.
What Sim information does SimOwnerDetails.online provide for SIM card numbers?
#sim owner details
#sim owner details pakistan
#nadra sim owner details
#sim owner details by number
#sim owner details online
#sim owner details apk
#sim owner details app
Best Web Development Frameworks in 2024growthgrids
Best Web Development Frameworks: In 2024, the landscape of web development frameworks is diverse, with different frameworks excelling in various aspects such as 1. React, 2. Jquery, 3. MySQL, and 4. ASP.NET. With a strategic blend of manual testing and cutting-edge automated tools, we guarantee a flawless user experience. Partner with Growth Grids and elevate your software quality to new heights.
Contact Us :-
Email: [business@growthgrids.com]
Phone: [+91-9773356002]
Website : https://growthgrids.com
2. Participant Questions
If you are an HRI Client, you may also contact your HRI Representative at
925-556-4404
Due to the number of attendees, all attendees have been muted.
If you should have any questions, please direct them to
info@hrideas.com.
Please make sure you mention this webinar date and which company you represent. Also
include your phone number as we may want to contact you for a more complete answer
or question clarification.
3. A Copy of this Presentation
Email to info@hrideas.com.
Subject line:
“I would like a copy of the 2017 Labor Landmines”
Clients
Email to info@hrideas.com.
subject line:
“I would like a copy of the 2017 Labor Landmines ”
Non-
clients
Copies of this presentation will be sent out
on pdf format only.
4. 2016 Hot Trends – Looking Back
Harassment/Discrimina
tion claims with
EEOC/DFEH
significantly increased
while the EEOC/DFEH
targets retaliation and
ADA issues as a main
focus.
OSHA gets tough on
serious violators.
Reasonable
accommodations in
regards to ADA/
pregnancy issues –
keep that dialogue
open.
Meal & Rest Periods –
Still legal issues!
5. 2016 Hot Trends – Looking Back
Reasonable seating
accommodations – how
they might affect you!
California Sick Leave Law
– Are you doing it right?
6. Requires employers of 50 or more employees to
complete two hours of interactive Harassment
Training to all Owners, Supervisors, Managers
and Leads every 2 years AND within 6 months of
hire/promotion of an employee to a management
position.
While there is no specific law dealing with
employee level training, the State of California
does require all employers to “take all necessary
steps to prevent workplace harassment” - DFEH
185.
Are you giving each employee their DFEH 185?
Harassment/Discrimination
California AB1825
7. New FEHA Regulations
50
Fair Employment & Housing Act
Dept of Fair Employment & Housing
C A L I F O R N I A
1959 2009
Effective April 1, 2016, FEHA Amended their
regulations to include
Written Policy Requirements;
New Definitions;
Reasonable Accommodations;
Unpaid Interns and Volunteers;
Sex Discrimination;
Pregnancy;
National Origin;
Religious Discrimination; and
Anti-Bullying Training
8. Transgendered Workers
The guidance makes clear that
employers must allow transgender
employees access to restroom, shower,
locker room, and other such facilities
that correspond with their gender
identity. It also suggests that providing
individual, or unisex, restrooms, where
possible, can enhance privacy for all
employees.
Under California law, all employees have
the right to use restroom and locker
room facilities that correspond to their
gender identity, regardless of their
assigned sex at birth.
9. Effective 1/1/2015,
A new law extends workplace
harassment and discrimination
protections under the California Fair
Employment and Housing Act to unpaid
interns, volunteers, and individuals in
apprenticeship training programs.
The new law amends current law to
make it an unlawful employment
practice to discriminate against or to
harass an unpaid intern or volunteer on
the basis of any legally protected
classification unless an exception
applies, such as a bona fide occupational
Harassment/Discrimination
10. The EEOC and HIV
If a prospective employee or
employees have HIV infection or AIDS,
they have workplace privacy rights,
and are protected
against discrimination and harassme
nt at work because of their condition,
and they may have a legal right to
reasonable accommodations that
can help them to do their job including
but not limited to
11. The EEOC and HIV
Changes in supervisory methods (e.g., written
instructions from a supervisor who usually does not
provide them);
Accommodations for visual impairments (e.g.,
magnifiers, screen reading software, and qualified
readers);
Ergonomic office furniture;
Unpaid time off (e.g., for treatment or
recuperation);
Permission to work from home, and/or
Reassignment to a vacant position if you can no
longer do your job because of your condition.
1
2
3
4
5
6
12. A retail store that generally rotated all sales associates between the
sales floor (where they could earn commissions) and the stock room
(where they processed merchandise) except for the sales associate who
was rumored to have HIV, who was never rotated to the floor.
A County tax assessment office that cancelled training opportunities for
an accountant following her disclosure that she had HIV.
A university that fired a physical education instructor after learning that
the instructor’s boyfriend had AIDS.
A restaurant that fired a waitress after learning that the waitress had
HIV.
Employment examples covered by the
EEOC
The EEOC and HIV
1
2
3
4
13. DHS Proposes Changes to E-Verify Program
As employers continue to enroll
in the E-Verify program at
a high rate, DHS is considering
various changes to this key
program for 2017. Some of
these changes place additional
obligations on the employer. If
you are currently using E-Verify,
please see your HR Ideas
representative for assistance.
14. Be aware of your surroundings and when
an event may occur;
Have a clear dialogue with employees on
entrance/egress (Think EAP);
Let front desk receptionists know who’s
been terminated;
Is a Restraining Order needed; and
Escort people out with dignity and respect.
Active Shooter Situations
15. The EEOC and Pregnancy Disability
The Pregnancy Discrimination Act (PDA)
forbids discrimination based on pregnancy
when it comes to any aspect of employment,
including hiring, firing, pay, job assignments,
promotions, layoff, training, fringe benefits,
such as leave and health insurance, and any
other term or condition of employment.
Pregnant employees may have additional
rights under the Family and Medical Leave Act
(FMLA), which is enforced by the U.S.
Department of Labor.
If a woman is temporarily unable to perform
her job due to a medical condition related to
pregnancy or childbirth, the employer or other
covered entity must treat her in the same way
as it treats any other temporarily disabled
employee.
16. The EEOC and Pregnancy Disability
For example, the employer may have to provide
light duty, alternative assignments, disability
leave, or unpaid leave to pregnant employees if it
does so for other temporarily disabled employees.
It is unlawful to harass a woman because of
pregnancy, childbirth, or a medical condition
related to pregnancy or childbirth. Harassment is
illegal when it is so frequent or severe that it
creates a hostile or offensive work environment or
when it results in an adverse employment decision
(such as the victim being fired or demoted).
Under the PDA, an employer that allows
temporarily disabled employees to take disability
leave or leave without pay, must allow an
employee who is temporarily disabled due to
pregnancy to do the same.
17. The EEOC & Wellness Programs
New rules were published by the
Equal Employment Opportunity
Commission (EEOC) on May 17,
2016, under the Americans with
Disabilities Act (ADA) for
employers that have instituted
“wellness programs.” Under the
rules, employers must make sure
participation in those programs
is voluntary, and that the
programs are reasonably
designed to promote employee
health.
18. The EEOC & Retaliation Claims
The Equal Employment Opportunity
Commission (EEOC) is almost ready to
issue its guidance on retaliation claims.
Given the magnitude of these claims,
such guidance is overdue. In fiscal year
2015, the EEOC, the federal watchdog
for employment discrimination statutes,
received 39,757 charges of
discrimination asserting retaliation
claims. This accounted for 44.5% of all
the charges received. With retaliation
claims on the rise and accounting for
almost half of the charges filed, the
EEOC issued proposed enforcement
guidance on retaliation and related
issues on Jan. 21, 2016.
The public comment period ended on
Feb. 24, 2016. It is unclear when the
guidance will take final form. Not
surprisingly, the guidance is incredibly
19. The EEOC and Reasonable Accommodations
The EEOC recently issued a new “resource document” reiterating
what employers need to know regarding reasonable
accommodations. In this resource document, the EEOC has made
clear that policies that “unlawfully restrict the use of leave as a
reasonable accommodation” would be prohibited by the ADA.
20. Hiring & Firing
• Have a well written and comprehensive job
description
• An employee application complying with EEOC
requirements.
• Asking a set of same questions to each
interviewee.
• Do a complete interview of references and
document the results.
• Complete a background check including criminal
and DVM.
• Credit checks are limited.
• Criminal background checks are limited.
• Consider doing skills testing. See your HR
Ideas, Inc. representative for a list of skill tests.
• Do not discriminate in any process and retain
records for a minimum of 3 years.
When hiring employees consider
21. Employee Terminations
When terminating an employee for “Cause”, consider
needing these four forms of documents
When terminating an employee, it is never a good
idea to use “At-Will” as the sole reason behind the
termination. “At-Will” works great when you are
terminating more than one person for a business
reason or business closing.
Handbook/writt
en policies
Evaluation(s)
Disciplinary
action forms
Consider
Protected
Classes and
ADA issues!
Job Description
22. Minors in the Workplace
Considerations when hiring minors
• Is a work permit needed?
• Can the minor only work
certain hours by law?
• Is the minor restricted from
using any type of
equipment due to OSHA
safety regulations?
• Can you pay them less than
minimum wage?
• Can you pay them less than
other employees?
• What are the statute of
limitations?
• What happens when the
minor starts school?
• Are they going to be driving
– insurance?
23. Compliance Postings
All employers must post certain compliance
postings that include (most are also
available in Spanish)
• Federal Requirements
• California State Requirements
• City/County Requirements such as
San Francisco, etc. especially in
regards to minimum wages (living
wage)*
• OSHA Safety Postings as
applicable *
• Applicable California Wage Order *
• Proposition 65 *
• OSHA 300A Summary for certain
employers*Not all posters have all the required information
so see HRI for a complete suite of posters to
keep you in compliance including health and
safety postings. Posting marked with an asterisk
(*) are not typically found on your store-bought
or on-line ordered posters.
24. Active Shooter Situations
1
2
3
4
5
Creating an environment where employees
are comfortable reporting concerns;
Ensuring that reception areas have panic
alarms;
Planning where people can hide, such as a
conference room with good locks and
phones;
Developing a good relationship with local
police; and
Having panic doors where people can get
out of the building easily.
25. California’s Minimum Wages
• California Minimum Wage went up to
$10.00/hour effective 1/1/2016.
• Current state legislation may raise the
Minimum Wage to $13.00/hour by 2017!
• Besides the state, many California cities
set higher minimum wages for their
jurisdiction.
• Many minimum wage increases will
automatically increase annually based
upon various formulas.
• Many jurisdictions require postings with
fines involved for not properly posting;
• Many have sick leave provisions that go
above and beyond California’s
requirements;
• Some cover other requirements specific
to that jurisdiction
• If an employee has a dispute, some
jurisdictions all for the employee to seek
an attorney.
26. Impacts of Prop. 64 on California Employers
California
Proposition 64 explicitly allows public and
private employers to enact and enforce
workplace policies pertaining to marijuana.
Proposition 64 explicitly provides it does
not amend, repeal, affect, restrict, or
preempt “the rights and obligations of
public and private employers to maintain a
drug and alcohol free workplace or require
an employer to permit or accommodate the
use, consumption, possession, transfer,
display, transportation sale, or growth of
marijuana in the workplace, or affect the
ability of employers to have policies
prohibiting the use of marijuana by
employees and prospective employees, or
prevent employers from complying with
state or federal law.
Proposition
64
27. Impacts of Prop. 64 on California Employers
Under the Controlled Substances Act,
Marijuana remains a Schedule I drug (a
designation for controlled substances prone
to abuse and psychological/physical
dependence). Hence, employers can still
rely on federal law to refuse to hire
applicants who tested positive for marijuana
use. In the meantime, employers should
review their drug policies with their HRI
Representative to ensure that potential
applicants and employees clearly
understand the expectations on marijuana
use. Proposition 64 is not expected to affect
an employer’s workplace drug policies.
Proposition 64’s primary component is the
decriminalization of recreational marijuana
use, not banning or restricting an
employer’s ability to regulate marijuana
usage in the workplace
California
Proposition
64
28. New Federal Overtime Regulations
On May 18, the U.S. Department of Labor’s Wage and Hour Division released
the new final overtime rule. The new minimum salary level for the executive,
administrative, and professional employee exemptions under the Fair Labor
Standards Act will be $913 per week, or $47,476 per year, under final
regulations. This new salary threshold, which will become effective on
December 1, 2016, more than doubles the current minimum salary level of
$455 per week, or $23,660 per year and will have a dramatic impact on
employers.
29. How to Properly Calculate Overtime
Another challenge for employers is
properly calculating the overtime rate
for non-exempt employees. Many
employers mistakenly pay overtime at
time and half or double the
employee’s base hourly rate, without
taking into account other forms of
compensation, such as multiple pay
rates, shift differentials, commissions,
and production bonuses. In fact, these
and other forms of non-discretionary
compensation received during the
workweek must be included in the
“regular rate” of pay used to calculate
overtime.
30. Alcohol-Related Workplace Injuries Recordable
Employers are not exempt from the
Occupational Safety and Health
Administration’s reporting rule for on-
the-job injuries linked to alcohol
intoxication even though the injured
employee’s consumption of alcoholic
beverages took place off the job. In
general, OSHA mandates employers
to record any workplace injury that
requires treatment beyond first aid.
However, OSHA’s regulation states,
“You are not required to record
injuries and illnesses if the injury or
illness is solely the result of personal
grooming, self-medication for a non-
work-related condition, or is
intentionally self-inflicted.”
31. Warehouse and Outdoor Employees
Employers with
Warehouse and Outdoor
Employees now have no
limits on temperatures but
more bases on
physiological factors.
At risk individuals include
outdoor workers and
workers in hot
environments, such as
firefighters, bakery
employees, farmers,
construction workers,
miners, boiler room
workers, and factory
32. Exposure to Sand (Respirable Crystalline)
If you are an employer who uses
sand in their business, Cal OSHA
now has an updated standard.
The standard requires employers to
limit worker exposures to
respirable crystalline silica and to
take other steps to protect
workers. The standard provides
flexible alternatives, especially
useful for small employers.
Employers can either use a control
method or they can measure
workers’ exposure to silica and
independently decide which dust
controls work best to limit
exposures to the PEL in their
33. Combustible Dust in the Workplace
Fire Triangle Explosion
Pentagon
How do dust explosion occur?
When fuel (combustible dust) is dispersed and
confined in an enclosed space or building,
ignition can result in an explosion
FUELFUEL
OSHA has issued a new Fact
Sheet for Combustible Dust
Explosion Hazards
Although OSHA has not yet issued
a regulation specifically
addressing combustible dust
issues, it has and will continue to
cite employers under a variety of
other OSHA regulations and the
General Duty Clause for violations
related to combustible dust
hazards.
34. Combustible Dust in the Workplace
The Fact Sheet can be found at:
The standards under which OSHA may attempt to
cite an employer can be found at:
https://www.osha.gov/dsg/combustibledust/standar
ds.html
The new Fact Sheet is a good
reminder to consider whether
your facility or worksite may have
combustible dust hazards.
https://www.osha.gov/Publications/OSHA3878.pdf
35. Protecting Temporary Agency Employees
Temporary agency employees
work for a “host employer” but
are on the payroll of a “primary
employer.” A primary employer
can be either
A temporary (temp)
agency that hires workers
and sends them to work
for a host employer, or
1 2
A professional employer
organization (PEO) that
puts a host employer’s
employees on the PEO’s
payroll as its own
employees.
36. Protecting Temporary Agency Employees
In these dual-employer situations, both the
primary employer and the host employer must
protect employees from safety and health hazards
and comply with Cal OSHA regulations. The
primary employer issues the employee’s paycheck,
administers workers’ compensation insurance, and
may maintain hiring and firing authority. The host
employer (also called the “secondary employer”)
contracts for the worker’s services and supervises
the employee at the host employer’s worksite
37. OSHA Enforcement on Staffing Agencies
OSHA recently levied some hefty fines against host employers
and staffing agencies in both Texas and Alabama. In Alabama,
an auto part manufacturer was found to have exposed
permanent and temporary workers to a variety of risks that were
uncovered by OSHA. Not only was the auto part manufacturer
cited, but so was its staffing firm.
38. OSHA Enforcement on Staffing Agencies
Both companies face $106,020 in penalties for 11 safety
violations. More particularly, staffing company was issued
two serious citations for failing to train employees and
for failing to protect them from crushing and amputation
39. OSHA Enforcement on Staffing Agencies
In Texas, an oil and gas equipment
manufacturer, and its staffing company,
were cited for a combined 34 safety
violations with a proposed penalty of
$120,800. The violations were
uncovered following a complaint-
initiated inspection. The manufacturer
was cited for 23 serious violations and
staffing agency was cited for failing to
ensure protective railing were installed
on loading docks, failing to ensure
employees received proper fire training
and using welders in confined spaced,
and proper hazard communication
training. The staffing agency faces
40. OSHA’s Anti-Retaliation Rule in Effect
In May, 2016, OSHA announced a final rule changing the way it collects, and
employers report, workplace injury and illness data. Under these new regulations,
covered employers will be required to submit injury and illness data to OSHA
electronically, and some of this data will be made publicly available on the OSHA
website. OSHA has explained that its intention in making this data publicly available is
to “nudge” employers to increase a safety focus.
41. OSHA’s Anti-Retaliation Rule in Effect
The new OSHA rule also contains an anti-retaliation provision, which prohibits
employers from retaliating against employees for reporting work-related injuries or
illnesses. This provision requires employers to inform employees of their right to
report workplace injuries and illnesses free from retaliation, which can be done by
posting the OSHA Job Safety and Health – It’s the Law poster from April 2015 or later
(www.osha.gov/Publications/poster.html). Finally, the rule requires that an employer’s
procedure for reporting work-related injuries and illnesses must be reasonable and
must not discourage employees from reporting.
42. Temporary Service Employees’ Wages
with certain exceptions, makes
California’s weekly pay requirement
applicable to a security guard employed
by a private patrol operator who is a
temporary services employer. The new
law took effect July 22, 2016, as an
urgency statute.
AB 1311
43. Wage Statements
provides that itemized wage statements
required under current law need not show
total hours worked for specified exempt
employees for whom employers do not
have to track hours.
Amends Labor Code section 226.
AB 2535
44. Protecting Temporary Agency Employees
Both the primary employer and host
employer must follow all applicable
California labor laws and Cal/OSHA
standards.
Primary employers, like other employers
in California, must have a written,
effective, and fully implemented Injury
and Illness Prevention Program (IIPP)
that protects employees, Chemical
Hazards Communication Program, and
an Emergency Action Plan. Other plans
may also be required.
45. Cal OSHA 2016-2017 High Hazard List
If you are on this list, you can expect to pay a “tax”
and a visit from Cal OSHA during this 2016-2017
time period
Residential Building
Construction
23611
Framing
Contractors
23813
Masonry
Contractors
23814
Hotels and
Motels
72111
Nursing and
Residential Care
Facilities
623
Landscaping
Services
56173
46. DOL's Focus on Franchising
In 2016, the Federal DOL and the National
Labor Relations Board (NLRB) have issued
expansive interpretations of joint
employment and made it an enforcement
priority to hold controlling companies liable
for their intermediaries' violations of labor
and employment laws.
47. FLSA Settlements
There have been a number of recent FLSA settlements that illustrate the
ongoing vigorous enforcement by the DOL and the plaintiffs' bar, among
them
A federal district court
gave preliminary approval to a $2.5
million settlement of a lawsuit
alleging Groupon misclassified more
than 2,000 of its sales
representatives as exempt from
overtime;
1
Two Massachusetts companies
were ordered to pay $2.4 million in
back pay to 478 workers, most of
whom were intentionally
misclassified as independent
contractors; and
2
A company called Restaurant
Associates and its subcontractor will
pay more than $1 million in back
wages to workers in the US Senate
cafeterias for failing to pay prevailing
wages required of federal contractors
and for FLSA violations.
3
48. FLSA Settlements
1
2
3There have been a number of recent
FLSA settlements that illustrate the
ongoing vigorous enforcement by the
DOL and the plaintiffs' bar, among them
A federal district court gave preliminary
approval to a $2.5 million settlement of a
lawsuit alleging Groupon misclassified more
than 2,000 of its sales representatives as
exempt from overtime;
Two Massachusetts companies were ordered
to pay $2.4 million in back pay to 478
workers, most of whom were intentionally
misclassified as independent contractors; and
A company called Restaurant Associates and
its subcontractor will pay more than $1
million in back wages to workers in the US
Senate cafeterias for failing to pay prevailing
wages required of federal contractors and for
FLSA violations.
49. Report a Workplace Accident
Employers must immediately report
within 8 hours to Cal OSHA any work-
related death or serious injury or
illness. Employers are encouraged to do
so by telephone, 24 hours a day, 7 days
a week.
http://www.dir.ca.gov/dosh/report-accident-or-injury.html
Cal OSHA makes it easy! See Cal OSHA link
at:
50. Local Wage Investigation Subpoenas
specifies that a legislative
body of a city or county
may delegate that body’s
authority to issue
subpoenas and to report
noncompliance thereof to
the judge of the superior
court of the county, a
county or city official, or a
department head, and to
enforce any local law or
ordinance, including local
wage laws.
SB
1342
51. Income Tax Credit Notice – 2017
For several years, California
employers have been required
to notify employees regarding
the federal Earned Income Tax
Credit. Beginning January 1,
2017, new California law (AB
1847) requires those same
employers to also notify
employees that they may be
eligible for the California Earned
Income Tax Credit (“EITC”).
52. Income Tax Credit Notice – 2017
The new law states that an employer
must notify all employees that they
may be eligible for the federal and
the California EITC within one week
(before or after) or at the same time
that the employer provides an annual
wage summary, including, but not
limited to, a Form W-2 or a Form
1099, to any employee.
53. Income Tax Credit Notice – 2017
California employers should consider using the language
on the availability of the federal and the California EITC
specified in the new law in their notice to employees
54. Cal OSHA & Workplace Violence in Healthcare
On October 21, 2016, the
California Occupational
Safety and Health
Standards Board
(Standards Board)
unanimously passed a new
General Industry Safety
Order entitled “Workplace
Violence Prevention in
Health Care”.
55. Cal OSHA & Workplace Violence in Healthcare
Although Senate Bill 1299 only required
a standard for hospitals, the Standards
Board went further and the standard
applies to any “health facility,” which is
defined very broadly to mean “any
facility, place, or building that is
organized, maintained, and operated for
the diagnosis, care, prevention, or
treatment of human illness, physical or
mental.
56. Cal OSHA & Workplace Violence in Healthcare
including convalescence and
rehabilitation and including
care during and after
pregnancy, or for any one or
more of these purposes, for
one or more persons, to
which the persons are
admitted for a 24-hour stay
or longer.
57. Cal OSHA & Workplace Violence in Healthcare
The Standard also applies to
home health care and home-
based hospices, emergency
medical services and medical
transports, drug treatment
programs and outpatient
medical services to those
incarcerated in correctional and
detention settings. The
Standard will not apply to
certain state-run health
facilities.
58. Cal OSHA & Workplace Violence in Healthcare
The standard
will require a:Staffing Security system
Incident log Training
Plan Annual review
Your EAP must deal
with the emergency!
59. Cal OSHA Amends Definition of Repeat Violation
Effective January 1, 2017, Cal/OSHA
will be utilizing a broader definition of
“Repeat” violation under California’s
Health and Safety Code. This is
significant for California employers
because if Cal/OSHA finds a Repeat
violation, the employer could initially be
subject to a penalty of up to $70,000,
and up to $124,709 or more when
Cal/OSHA updates its penalties as
required by federal OSHA.
Repeat violation
$70,000
and up to
$124,709
Penalty
60. Cal OSHA & Compressors
Cal OSHA requires a permit if you have boilers (any fired or unfired pressure vessel
used to generate steam pressure by the application of heat), and tanks (any fired or
unfired pressure vessel used for the storage of air pressure or liquefied petroleum
gases).Permits are required for air tanks, LPG propane storage tanks over 125 gallons,
and high pressure boilers over 15 psig steam. Permit exceptions depend on vessel
capacity and operating pressures.
61. Cal OSHA & Compressors
In some cases, physical inspections to
compressors have to be made prior to
Cal OSHA issuing the permit.
http://www.dir.ca.gov/dosh/pressure.html
You can find the information at this link:
62. How Safe are Retail Sales Businesses?
Allowing access to electrical disconnect switches to be blocked with metal
racks, boxes and a ladder.1 Exposing workers to electric shock hazards by using flexible cable
instead of fixed wiring.2 Exposing employees to fire hazards due to exit routes not being clearly
marked.3
Improper housekeeping in the receiving and storage areas.
4
Allowing exit doors to be locked with a padlock.
5
63. How Safe are Retail Sales Businesses?
Not ensuring exit routes are kept free and unobstructed.
6 Exposing workers to electric shock hazards due damaged or ungrounded
extension cords.7
Improper use of ladders and lack of ladder safety training.
8
Improper use of forklifts and lack of forklift certifications.
9
Improper loading of shelving.
10
64. Cash in Lieu of Benefits
Employers that provide cash
payments to employees who have
health care coverage through a
spouse or other means must be
their employees an overtime rate
that includes those cash payments,
so says the 9th Circuit Court.
The regular rate of pay must
include not just wages but also
other forms of compensation, such
as commissions, most bonuses,
company cars and corporate
housing.
65. EDD E-Filing Paperwork
Beginning January 1, 2017, employers
with 10 or more employees will be
required to electronically submit
employment tax returns, wage reports,
and payroll tax deposits to the
Employment Development Department
(EDD).
This requirement will expand to all
employers beginning January 1, 2018.
http://www.edd.ca.gov/Payroll_Taxes/E-
file_and_E-pay_Mandate_for_Employers.htm
66. Immigration Penalties Adjusted for Inflation
Effective August 1, 2016, For I-9 paperwork violations, the
current civil penalty range—from a minimum penalty
amount of $110 to a maximum penalty amount of $1,100—
will increase to a penalty range of between $216 and
$2,156. For unlawful hires, the current civil penalties,
which can be assessed in amounts ranging as high as
$16,000 for each unauthorized worker, will increase to a
maximum penalty of $21,563 for each unauthorized
worker.
67. Immigration Penalties Adjusted for Inflation
More specifically, the new penalties for first offenses involving
unlawful hires will increase in a range from a minimum penalty
amount of $539 to a maximum penalty amount of $4,313 for
each unauthorized worker; the penalty amounts for second
offenses will top out at $10,871 for each unauthorized worker;
and third or subsequent offenses will be subject to penalty
assessments in amounts as high as $21,563 for each
unauthorized worker.
68. Suitable Seating
Further, employers should note that
unfairly disciplining or terminating a
worker who requests suitable
seating may violate other state and
federal laws such as the Americans
with Disabilities Act, which may lead
to further penalties.
69. New I-9 Coming Seating
US Immigration has published the
new I-9 Form.
By Jan. 22, 2017, employers must
use only the new version, dated
08/31/2019.
Until then, they can continue to use
the version dated 03/08/2013 or the
new version.
The new I-9 is available from HRI or
on-line.
70. California Expands I-9 Controls
An amendment to California law expands state
prohibitions against “unfair immigration-related
practices” related to the hiring of foreign
nationals. SB 1001 goes into effective on
January 1, 2017.
The law expands enforcement by creating a
new state remedy. Under the new law,
aggrieved individuals can file a complaint with
the California Labor Commission’s Office, which
can penalize employers up to $10,000 per
violation.
71. California Expands I-9 Controls
According to the preamble of the
bill, it is “unlawful for an
employer to request more or
different documents than are
required under federal law, to
refuse to honor documents
tendered that on their face
reasonably appear to be genuine,
to refuse to honor documents or
work authorization based upon
the specific status or term of
status that accompanies the
authorization to work, or to
reinvestigate or re-verify an
incumbent employee’s
authorization to work, as
72. California Expands I-9 Controls
1
2
3
4
5
Demanding to see a worker’s
U.S. passport;
Asking for an Employment Authorization
Document when the worker has already shown a
state ID and “unrestricted” Social Security card;
Refusing to accept an EAD because it contains a
future expiration date;
Asking to re-verify work documents of an
employee who presented a Green Card at the
point of hire; and
Demanding to see an employee’s renewed
driver’s license because the previous license
used for the I-9 expired.
73. Higher Penalties for Unauthorized Workers
Under the interim final rule,
the minimum penalty for a first
offense of knowingly employing
an unauthorized worker will
increase from $375 to $539
per worker, and the maximum
penalty will increase from
$3,200 to $4,313 per worker.
The largest increase raises the
maximum civil penalty for
multiple violations from
$16,000 to $21,563 per
worker.
$375
$3,200
$16,000
$539
$4,313
$21,563
$0.00
$5,000.00
$10,000.00
$15,000.00
$20,000.00
$25,000.00
$30,000.00
minimum
first offense
penalty
maximum
first offense
penalty
maximum
Multiple violations
penalty
74. Higher Penalties for Unauthorized Workers
Paperwork violations can now
be assessed a maximum
penalty of $2,156 per relevant
individual, up from $1,100.
Finally, for unfair immigration-
related employment practices,
the maximum penalty
increases from $3,200 to
$3,563 per person
discriminated against.
75. Effective August 1, 2016, OSHA fines are as
follows:
Type of Violation Previous Fine New Maximum Fine
Serious
Other-Than-Serious
Posting Requirements
$7,000 per violation $12,471 per violation
Failure to Abate
$7,000 per day beyond the
abatement date
$12,471 per day beyond the
abatement date
Willful or Repeated $70,000 per violation $124,709 per violation
76. Effective August 1, 2016, OSHA fines are as
follows:
The law will go into effect on January 1, 2017 for
employers with 50 or more employees. The law
requires private employers to provide supplemental
compensation to employees who use California paid
family leave (PFL) benefits for new child bonding. The
amendments both respond to changes the California
Legislature made to the PFL benefits program and
attempt to clarify an employer’s PPLO supplemental
compensation obligations…
77. San Francisco Paid Parental Leave Law
For California PFL claims
beginning on or after January 1,
2016, the maximum weekly state
benefit is $1,129 (55% of weekly
wages for an employee with an
annual salary of $106,647.32).
For claims beginning on or after
January 1, 2018, the maximum
weekly benefit increases to either
60% of weekly wages for higher-
income workers or 70% of weekly
wages for lower-income
workers…
78. San Francisco Paid Parental Leave Law
The amendments to the PPLO acknowledge that these
PFL changes will eventually decrease PPLO
supplemental compensation obligations…
79. San Francisco Paid Parental Leave Law
Pre-amendments, reducing a covered
employee’s wages within 90 days of the
employee's requesting or applying for
California PFL created a rebuttable
presumption that the decrease was made
to reduce an employer’s PPLO
supplemental compensation obligation. As
amended, the presumption applies within
90 days of an employee's notifying an
employer of the employee’s intent to
apply for and/or use California PFL.
80. San Jose & Low Income Workers
San Jose voters have approved an
ordinance, which is intended to
provide part-time, low-income
workers with more job opportunities
that will help them increase their
earnings and access benefits. Under
the new ordinance, before certain
employers may hire new part-time or
temporary workers, they will be
required to offer additional hours of
work to current part-timers who they
believe have the skills and experience
to do the work
81. San Jose & Low Income Workers
The measure, which is the first of its
kind at the federal, state and
municipal levels, requires employers
to use a transparent and
nondiscriminatory process to
distribute any additional hours to
existing employees. However,
employers will not be required to offer
additional work hours to existing
employees if doing so would entitle
those employees to overtime pay or
some other premium pay rate by law
or under a collective bargaining
82. San Jose & Low Income Workers
An employer is required to comply with
the ordinance if it exercises direct or
indirect control over employees' wages,
hours or working conditions and is
either:
• Subject to the San Jose business
tax; or
• Operates a business in the city that
is exempt from the tax under
California law (e.g., banks,
insurance companies, certain
nonprofits).
83. San Jose & Low Income Workers
Employers with 35 or fewer employees are
exempt from the measure's requirements. In
calculating the number of employees for
coverage purposes, employers must include
those who have worked for them for at least
two hours or are entitled to be paid
the California minimum wage.
The Ordinance can be found here:
Opportunity to Work ordinance
84. Seattle’s Predictable Scheduling Ordinance
The City of Seattle has passed a bill
requiring certain large employers
operating within Seattle city limits to
give their hourly workers advance
notice of their schedules and to pay
workers extra for being required to
work on call. The Secure Scheduling
Ordinance bill will go into effect on
July 1, 2017.
85. Seattle’s Predictable Scheduling Ordinance
The Ordinance applies to:
2 31
Retail establishments with at
least 500 employees
worldwide;
Food service establishments that
employ at least 500 employees
worldwide;
“Full-service restaurants” with
500 or more employees and at
least 40 establishments
worldwide.
86. Seattle’s Predictable Scheduling Ordinance
The Ordinance applies to the
wages, hours, and scheduling of
non-exempt employees who work
at least 50 percent of their work
hours inside the Seattle city limits
at a fixed point of sale location….
50%
87. Seattle’s Predictable Scheduling Ordinance
Unionized workforces with a bona
fide collective bargaining
agreement are excepted from the
Ordinance, so long as the
requirements of the law are
“expressly waived in the
collective bargaining agreement,
or in an addendum to an existing
agreement,” and the employees
“ratif[y] an alternative structure
for secure scheduling that meets
the public policy goals” of the
law.
88. A Copy of this Presentation
Clients:
Email to info@hrideas.com . Please
enter on the subject line that you
would like a copy of the 2017 Labor
Landmines.
Non-clients:
Email to dbach@hrideas.com . Please
enter on the subject line that you
would like a copy of the 2017 Labor
Landmines.
Copies of this presentation will be sent
out on pdf format only.
89. Questions
If you are an HRI Client, you may also contact your HRI Representative at
925-556-4404
Due to the number of attendees, all attendees have been muted.
If you should have any questions, please direct them to
info@hrideas.com.
Please make sure you mention this webinar date and which company you represent. Also
include your phone number as we may want to contact you for a more complete answer
or question clarification.
90. Upcoming Webinars for 2017
• Ladder Safety Training
• Dressing/Uniforms in the
Workplace & the EEOC/NLRB
• Complying with Cal OSHA’s
Outdoor and New Indoor
Heat Stress Laws
• Minors in the Workplace
• Understanding Cal OSHA
Chemical Hazards
Communication “Global
Harmonized System”
We have a full suit of mostly
free 1 hour webinars for 2017
all lined up including:
91. About HR Ideas
It has been our pleasure to be of service to
you today. As a human resource services
provider, HRI is dedicated to helping
businesses of all sizes protect their
profitability by effectively managing and
reducing the liability and exposure inherent
in day-to-day operations. Whether you’re
looking to outsource all of your Human
Resource functions or supplement your
existing HR staff, HRI provides a
comprehensive menu of consulting services,
including on- and off-site support,
compliance auditing, employee retention,
employee communications, safety solutions,
and more!
Thanks so much for your time. Please don’t
hesitate to contact us if we can be of