Feds crack down on I-9s: 4 things HR needs to know
The federal government’s cracking down on I-9 recordkeeping, with a big nationwide audit underway and more investigations likely to come soon.
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Learn MoreThe federal government’s cracking down on I-9 recordkeeping, with a big nationwide audit underway and more investigations likely to come soon.
Now is the perfect time for a review of your I-9 compliance efforts for a number of reasons.
By now, most savvy companies know they can’t bar employees from discussing such things as salaries and working conditions. But that doesn’t mean there aren’t some companies out there that try to do it anyway.
Few companies these days can afford unproductive employees. What would happen if HR found an employee who sat in his office all day doing nothing and got paid a full-time salary?
The National Labor Relations Board strikes again. Now it wants to control how employers handle offensive and threatening language in the workplace — and says that sometimes, employees have a right to lie to their superiors.
Employers who feel the EEOC may have a tendency to overstep its authority were just dealt a blow. A U.S. district court just ruled the EEOC can, generally, conduct on-site investigations of harassment and discrimination claims at your facility — and it doesn’t need your permission or a warrant to do so.
Imagine this: An employee admits she forged a document. But after an investigation by HR, the final decision is to not fire her.
We’ve been warning you that the Department of Labor (DOL) cops are out in full force, and they just made a series of big busts.
It’s official: Employers will have more reporting duties moving forward. Here’s everything you need to know about the EEOC’s new final rule.
In the past year, we’ve seen the DOL ratchet up its on-site FMLA investigations. So what can employers expect moving forward?
President Obama has made it clear that equal pay is one of his top priorities, and his latest action should go a long way to advancing that goal. It’s also likely to add a significant amount of administrative work for HR and benefits pros.
And the beat goes on: The National Labor Relations Board has stuck its nose into another non-union organization’s employee handbook.
Heads up: OSHA has cranked up the fine for failing to report workplace injuries in the time required.
Not even a slashed budget and a pared-down workforce could stop the Equal Employment Opportunity Commission from having a record year.
An ever-growing percentage of employees have MySpace, Facebook and/or Twitter pages. Sometimes these sites reveal things that go on behind employers’ backs.
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