The Hr Audit December2009 Anna R Smith (2)
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The document discusses the importance of conducting regular human resources audits. It outlines key areas that should be audited, including compliance with employment laws and regulations. The top 10 areas for a self-audit are identified, such as ensuring exemption status is properly applied and that employee files and documentation are in order. Outsourcing an audit to a third party is recommended for a more thorough review due to their objectivity and experience.
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The document discusses the current state of OSHA enforcement. It notes that under Democratic presidents, enforcement is typically more aggressive with an emphasis on penalties, while Republican administrations focus more on compliance assistance. However, data shows enforcement has not slowed under Trump. The document provides tips for minimizing liability during OSHA inspections, such as designating a point of contact, accompanying inspectors, and preparing employees for interviews. It emphasizes that inspections are a form of legal discovery and advises treating them carefully.
Personnel structuring and compensation considerations for early stage companies
This document summarizes employment law considerations for early stage companies. It discusses classifying workers as employees or independent contractors, ensuring proper payment of wages and compliance with overtime laws. Unpaid internships must meet specific criteria. Documentation of hiring, compensation, and intellectual property is important. HR best practices like performance reviews help manage personnel. Compliance with state and federal labor laws is essential regardless of company size.
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The document discusses different types of workers that businesses utilize such as interns, contractors, part-timers, temps, and volunteers. It emphasizes that the legal presumption is that workers are employees, so businesses must justify any other classification. It provides guidance on properly classifying each type of worker according to the applicable rules and avoiding penalties for misclassification which can include fines, criminal prosecution, and civil liability.
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The EEOC enforces federal laws prohibiting employment discrimination based on characteristics like race, sex, religion, disability status. A company has a policy allowing termination of employees who miss three days of work without notice. An African American employee with a pending racial discrimination complaint against the company has now missed three days. The document discusses steps the company should take like obtaining legal advice, ensuring consistent enforcement of policies, and conducting anti-discrimination training to avoid any claims of unlawful retaliation during the EEOC's investigation.
HR & EMPLOYMENT LAW COMPLIANCE GUIDE for Arizona Employers
By threshold numbers of employees, learn the laws with which employers are required to comply, the compliance requirements, the notice & poster requirements, and the recordkeeping & documentation requirements.
Tx nonprofit hr update august 2011
This document summarizes a presentation on HR compliance and enforcement for 2011. It discusses upcoming changes to I-9 forms and handbooks, recent ICE enforcement actions against employers, and an overview of compliance topics like E-Verify, independent contractor classification, overtime exemptions, and ERISA requirements. Key updates from federal agencies like DOL and ICE were provided to help employers stay compliant in 2011.
HR Update with Cyndi Mergele
This document summarizes a presentation on HR compliance and enforcement for 2011. It discusses upcoming changes to I-9 forms and handbooks, recent ICE enforcement actions against employers, and an overview of compliance topics like E-Verify, independent contractor classification, overtime exemptions, and ERISA requirements. Key updates from federal agencies like DOL and ICE were provided to help employers stay compliant in 2011.
Top 5 Labor/Employment Law Risks for a Company in 2010
Do you know what a company’s top 5 risks are, from a labor-employment law standpoint? Our speaker, Ben Banta with The Kullman Law Firm will discuss those risks, which include the recently expanded federal disability law (ADA), cutting-edge workplace privacy issues, state laws that you may not know about, and much more.
HR Compliance for Small Business Owners by Gary Wheeler
HR Compliance is critical for small business owners. It is predicted that 90% of all small businesses are out of compliance. This presentation delivered which has been delivered by Gary Wheeler to several groups illustrates key compliance areas to correct.
The 5 Hidden Causes of Employee Absenteeism – and What You Can Do About Them
The document discusses five hidden causes of employee absenteeism and solutions. The causes are: 1) Poor screening of new hires, such as lack of background/reference checks. 2) Unclear attendance policies that are too restrictive. 3) Unidentified medical issues not covered by FMLA. 4) Unreported harassment in the workplace. 5) Inconsistent tracking of attendance and time which makes it hard to identify patterns. The document provides tips for addressing each cause, such as clarifying policies, providing harassment training, and using time tracking software.
11thEd_Wilcox_PPT_Chapter12.ppt
This chapter discusses several key legal issues that public relations professionals must be aware of, including defamation, privacy rights, copyright, trademark laws, and regulations from government agencies. It emphasizes the importance of working closely with lawyers to avoid legal problems and liability, while also managing public perception. Public relations statements must be carefully reviewed by legal counsel to ensure compliance with all applicable laws and regulations.
Page 1 of 7 Employment Law ©2011 Argosy University Onli.docx
Page 1 of 7
Employment Law
©2011 Argosy University Online Programs
Responding to Claims
You have received an Equal Employment Opportunity Commission (EEOC) claim. A candidate, Emilio
Garcia, you interviewed for a clerical position, is claiming race and gender discrimination. You need to
prepare a position statement regarding the issue.
� Page 2 of 7
Employment Law
©2011 Argosy University Online Programs
2 Responding to Claims
Equal Employment Opportunity Commission (EEOC) Claim
EEOC FORM 131
(11/09)
U.S Equal Employment Opportunity Commission
Compliance Officer, HR Department
BETA TECHNOLOGY
PERSON FILING CHARGE
Emilio Garcia
THIS PERSON (check one or both)
Claims To Be Aggrieved
Is Filing on Behalf of Other(s)
NOTICE OF CHARGE OF DISCRIMINATION
(see the enclosed for additional information)
This is a notice that a charge of employment discrimination has been filed against your organization
under:
Title VII of the Civil Rights Act (Title VII) The Equal Pay Act (EPA) The Americans with
Disabilities ACT (ADA)
The Age Discrimination in Employment Act (ADEA) The Genetic Information
Nondiscrimination Act (GINA)
The boxes checked below apply to our handling of this charge:
1. No action is required by you at this time.
2. Please call the EEOC Representative listed below concerning the further handling of
this charge.
3. Please provide a statement of your position on the issues covered by this charge, with
copies of any supporting documentation to the EEOC Representative listed below. Your
response will be placed in the file and considered as we investigate the charge. A prompt
response to this request will make it easier to conclude our investigation.
4. Please respond fully to the enclosed request for information and send your response
to the EEOC Representative listed below. Your response will be placed in the file and
considered as we investigate the charge. A prompt response to this request will make it
easier to conclude our investigation.
5. EEOC has a Mediation program that gives parties an opportunity to resolve the issues
of a charge without extensive investigation or expenditure of resources. If you would like
to participate, please respond within 30 days of receipt of this notice. If you DO NOT wish
to try Mediation, you must respond to any request(s) made above by the dates specified
there.
For further inquiry on this matter, please use the charge number shown above. Your position
statement, your response to our request for information, or any inquiry you may have should be
directed to:
Norma Christiansen,
Investigator
Centervale District Office
EEOC Representative
Enclosure(s): Copy of Charge
CIRCUMSTANCES OF ALLEGED
DISCRIMINATION
Race Color Sex Religion National Origin Age Disability Retaliation
Genetic Information Other
� Page 3 of 7
Employment Law
©2011 Argosy Un.
5 3-11 healthcare wage Final
The document discusses the growing risk of wage and hour class action lawsuits facing healthcare employers. It notes that over 90% of employment class actions in 2010 were related to wage and hour issues. The Department of Labor is actively targeting and investigating healthcare employers for potential wage and hour violations. Several law firms have also begun targeting healthcare organizations with wage and hour class actions. The document provides examples of common wage and hour issues and risks in healthcare and recommends practical compliance solutions for organizations to strengthen their defenses against potential claims.
iWorkwell Overview
iWorkwell is a web-based HR resource that provides tools, knowledge, and access to HR experts to help companies manage their HR needs in a cost-effective manner. It offers guidance on all areas of HR including benefits, compensation, employee relations, and legal compliance. For a low monthly or annual fee, companies get access to best practices, forms, training courses, and the ability to get answers to specific HR questions from a team of over 20 HR experts and consultants. iWorkwell aims to supplement a company's internal HR functions and allow them to effectively manage HR with limited time and resources.
Minnesota Employment Law: Part 1 Hiriing
The document discusses best practices for legally compliant hiring and firing. It covers topics such as protected classes, recruiting, job descriptions, interviewing, reference and background checks, drug testing, offer letters, and post-acceptance duties. Employers are advised to consider anti-discrimination laws, use consistent and job-related screening criteria, train interviewers, get authorization for checks, and document all hiring processes.
Ceo Liabilities From Hr Perspective
As the economy recovers and new legislation is passed, the liabilities faced by CEOs are constantly changing. Pivotal is here to keep you informed of these liabilites from the HR perspective. We'll cover topics such as:
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Similar to The Hr Audit December2009 Anna R Smith (2) (20)
Hiring Hazards: How to Avoid the 7 Most Common Legal Landmines
Hiring Hazards: How to Avoid the 7 Most Common Legal Landmines
No HR Staff? 7 Crucial Moves to Master Everyday Employee Management
No HR Staff? 7 Crucial Moves to Master Everyday Employee Management
Osha enforcement what is the current state of play
Osha enforcement what is the current state of play
Personnel structuring and compensation considerations for early stage companies
Personnel structuring and compensation considerations for early stage companies
HR & EMPLOYMENT LAW COMPLIANCE GUIDE for Arizona Employers
HR & EMPLOYMENT LAW COMPLIANCE GUIDE for Arizona Employers
Top 5 Labor/Employment Law Risks for a Company in 2010
Top 5 Labor/Employment Law Risks for a Company in 2010
HR Compliance for Small Business Owners by Gary Wheeler
HR Compliance for Small Business Owners by Gary Wheeler
The 5 Hidden Causes of Employee Absenteeism – and What You Can Do About Them
The 5 Hidden Causes of Employee Absenteeism – and What You Can Do About Them
Page 1 of 7 Employment Law ©2011 Argosy University Onli.docx
Page 1 of 7 Employment Law ©2011 Argosy University Onli.docx
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This document provides an overview and update on upcoming health care reform provisions taking effect in 2014. Key points include:
- Beginning in 2014, employer-sponsored plans must limit waiting periods to 90 days and annual out-of-pocket costs. Essential health benefits must also be covered.
- Health insurance exchanges will be available for individuals and small businesses to purchase coverage. Employers with 50+ employees face potential penalties if not offering affordable coverage.
- Annual limits and preexisting condition exclusions will be prohibited. Premium subsidies and an individual mandate also take effect. Small business tax credits are available.
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CMS Draft - Application for Individual Health Insurance (No Financial)
This document is an application for health insurance. It provides instructions on who can use the application, how to apply online or via mail, and what to expect after submitting the application. It notes that applicants may qualify for free or low-cost insurance from Medicaid or CHIP or help paying premiums and lists resources for getting help with the application, including phone numbers and websites. The application then requests personal information about the applicant and family members seeking coverage, including names, addresses, citizenship status, demographic data, and social security numbers.
CMS Draft - Application for Individual Health Insurance
This document is an application for health insurance and assistance programs. It provides information about who can use the application, how to apply online or get help with the application, and what documentation may be needed like social security numbers and income information. The application itself collects personal information about applicants, their families, jobs, incomes, and current insurance status to determine eligibility for Medicaid, CHIP, tax credits, or private insurance plans.
Health Reform Policy and Information Update
The document discusses key provisions of the Affordable Care Act, including the individual mandate, health insurance exchanges, essential health benefits, Medicaid expansion, and the employer mandate. It provides details on eligibility and requirements for the individual mandate, health insurance exchanges, and employer mandate. The document also outlines goals and funding mechanisms for expanding health insurance coverage.
Benefitsync Demo Presentation
This is a quick demonstration of the Benefitsync iPhone app - allowing users to connect to their benefits and the people who service them.
Geocent Employee Health Reform Update
This document summarizes several key provisions of the 2010 health reform law and how they may impact employees. It outlines new restrictions on lifetime and annual dollar limits on coverage, requirements for preventive services coverage without cost sharing, an extension of dependent coverage until age 26, and standards for uniform coverage documents and reporting of medical loss ratios.
Employment Practices Liability Insurance (EPLI) and Workers Compensation
Please join us for a discussion with Cleve Daigle, Vice President of Hartwig Moss Insurance Agency (HMIA). Below are some of the topics Cleve will be discussing.
Employment Practices Liability Insurance (EPLI):
- What types of employee-related lawsuits are covered?
- Facts about Employment Practices Lawsuits
- Best Defenses against Employment Practices Lawsuits
Worker's Compensation Insurance:
- History of Worker’s Compensation Insurance
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- Employers Liability Coverage
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- Best Defenses against Employment Practices Lawsuits
Don t be a waiter take your seat the table 2
The document provides advice for human resources professionals to take a more active leadership role within their organizations. It encourages HR to stop functioning as passive "waiters" and instead sit at the decision-making table by understanding business fundamentals, focusing on profitability, anticipating customer needs, developing employees, and building strong relationships. The document outlines specific steps HR can take to build a profit center and contribute more directly to business objectives and outcomes.
Health Reform: What It Means for Small Business?
This document provides an overview and agenda for a presentation on health reform and what it means for startup businesses. The presentation will cover who the presenter is, the current state of health insurance in the US and a brief history, details of what happened with health reform, what changes will occur now and in future years, the impact on employers and employees, options and costs to consider, and will conclude with a question and answer section. Key dates that will be discussed include changes beginning in 2014 such as requirements for individuals to have coverage or pay a penalty and for companies with over 50 employees to offer coverage or pay a penalty.
KFF Employer Health Benefits 2010 Annual Survey Slides
This document presents survey results on employer-sponsored health benefits from 1999-2010. It finds that due to the economic downturn, many firms reduced health benefits or increased costs for workers. Premiums and worker contributions for both single and family coverage have risen substantially over this period, with workers on average paying 27% of premiums for single coverage and 30% for family coverage in 2010.
How HR Technology Saves Time & Money
The document provides information about HR Technology Advisors and trends in HR and benefits technology. It discusses how HR technology can improve efficiency and allow HR to contribute more strategically. Key trends include a preference for software as a service, increased affordability and ease of use of HRIS solutions, adoption of employee self-service, and tighter integration between systems. Successful implementation requires identifying business needs, budget, growth plans, and integrating new systems with existing ones.
3 benefit strategies to prepare for health reform lp
This document outlines 3 strategies to help employers prepare for upcoming health reform: 1) Take a defined contribution approach to limit financial responsibility for mandated benefits. 2) Use health reimbursement arrangements to fund deductibles and coinsurance rather than just premiums. 3) Provide choice and education to employees about different health plans and their costs/benefits to encourage lower utilization. The rest of the document provides background on the current US health insurance system and an overview of how health reform will impact employers and employees through mandated benefits and the individual mandate.
LaunchPad presentation 09-22-10
This document summarizes key provisions and timelines of the US health reform legislation:
- Within the first year, young adults can stay on parents' insurance until 26 and seniors get assistance with Medicare drug costs. Insurance companies cannot deny or drop coverage for preexisting conditions.
- In subsequent years, requirements and provisions are phased in regarding insurance exchanges, Medicaid expansion, penalties for lacking coverage, and changes to employer and individual insurance rules and responsibilities.
- By 2018, an excise tax on high-cost health plans is implemented and nearly all major provisions of the legislation will be in effect.
Client intro to Netchex by HMB
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CSHR Slides - ADP
Adding relevant and up-to-date content as well as making the employee portal easy to use and engaging can increase employee utilization of the portal. This translates to improved employee satisfaction and reduced costs for HR and benefits administration. Some strategies to increase portal usage include actively monitoring usage, encouraging participation through forums and polls, and creating recurring "stickiness attributes" like daily comics or CEO messages.
3 benefit strategies to prepare for health reform
This document outlines 3 strategies to help employers prepare for upcoming health reform: 1) Take a defined contribution approach to limit financial responsibility for mandated benefits. 2) Use health reimbursement arrangements to fund deductibles and coinsurance rather than just premiums. 3) Provide choice and education to employees about different health plans and their costs/benefits to encourage lower utilization. The rest of the document provides background on the current US health insurance system and an overview of how health reform will impact employers and employees through mandated benefits and the individual mandate.
Maximizing the Value of Voluntary Benefits
Greg Town from Colonial Life shares some of the newest and best practices that assist both the Employer and the Employee in getting the most out of their Voluntary Benefits. Some ideas that will be covered include:
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Idea village presentation 05 07-10
The document summarizes key provisions of the US health reform law and how it will be implemented over time. Within the first year, young adults can stay on parents' insurance until age 26 and seniors will get prescription drug coverage assistance. By 2014, most Americans will be required to have health insurance or pay a penalty, health insurance exchanges will be set up, and Medicaid eligibility will expand. The reform establishes new rules and taxes for insurers and employers and seeks to expand coverage and accessibility of healthcare.
Health Care Reform Proposals Including the President’s Plan
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CMS Draft - Application for Individual Health Insurance (No Financial)
CMS Draft - Application for Individual Health Insurance (No Financial)
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7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
→ 【关于价格问题（保证一手价格）
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：可来公司面谈，可签订合同，会陪同客户一起到教育部认证窗口递交认证材料，客户在教育部官方认证查询网站查询到认证通过结果后付款，不成功不收费！
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