Nothing says "Welcome to the Company" like having new employees fill out paperwork on their first day. While some of that paperwork can be delayed, the federal government demands that employers fill out one certain form within three days—the infamous Employment Eligibility Verification Form, or I-9 Form as it's known.
Pretty much everyone I talk to says they would be better at their job if they had more time to think.
Also, when I ask, “What are your biggest time sinks?” the vast majority of people say “email.” But almost no one says that email is the most important thing they do.
The economy added 171,000 jobs in October, far more than economists were expecting, while the unemployment rate ticked up slightly to 7.9 percent, a development many expected.
The OSHA Job Safety and Health: It's the Law poster, informs workers of their rights under the Occupational Safety and Health Act. All covered employers are required to display the poster in their workplace. Employers do not need to replace previous versions of the poster. Employers must display the poster in a conspicuous place where workers can see it.
The U.S. Supreme Court, on March 26, 2012, the first day of three days set aside by the court to hear arguments on the constitutionality of President Barack Obama’s health care reform act, considered the little publicized yet crucial issue of whether the Anti-Injunction Act, a law passed in 1867, prevents the court from issuing a ruling in the lawsuit before it (Department of Health and Human Services v. Florida, No. 11-398).
Interesting stats to consider for HR executives and managers.
Learn about important changes to the EMAC law. These changes will go into effect beginning January 1, 2018.
The I-9 is a pain to fill out, especially for as many employees as staffing firms have, but the fines that can come from incorrect I-9 processes are a lot more painful. So we’ve all got to bring our A game for I-9s.
The fines for I-9 mishaps can range from a low of $110 per form for failing to comply with I-9 requirements or something called “document abuse” up to $6,500 per worker for committing or participating in document fraud, if it’s your third offense. And that’s all independent of whether or not the folks you hired are authorized to work in the U.S.
Because these fines are per worker or per form, as staffing companies, we need to keep a close eye on them and make sure our I-9 processes are accurate, consistent and executed flawlessly every time.
Here are some potential I-9 pitfalls and how to avoid them:
With all the changes to state laws now permitting recreational and medical marijuana use, HR professionals are understandably feeling dazed and confused. There are many questions:
