Employer Articles
Following the Supreme Court’s split decision last month regarding Arizona’s 2010 immigration law known as S.B. 1070, three principles are clear: The federal government’s role in setting immigration policy supersedes the efforts of all states in this area; Despite the decision, certain state immigration laws requiring employers to enroll in E-Verify will remain in operation until the federal government says otherwise; and, The stage is set for a comprehensive reform of existing immigration law by the federal government sometime in 2013 regardless of who is elected as the country’s next president.
Published in
Human Resources
After hearing three days of oral arguments, the Supreme Court has now voted on the constitutionality of the Patient Protection and Affordable Health Care Act. While we wait to hear the court's decision in June, small-business owners might want to consider the potential effects.
Published in
Human Resources
As the nation awaits the U.S. Supreme Court’s decision regarding the Patient Protection and Affordable Care Act (PPACA), Democrats celebrated the birthday of Massachusetts’ health care law, nicknamed “Romneycare” after its creator, then-Gov. Mitt Romney. April 12, 2012, marked the six-year anniversary of Romney’s signing into law the health care reform model that President Barack Obama and Congress adopted, in some respects, for the nation in 2010, with the intent of expanding health coverage to millions of Americans. Romney, the expected Republican candidate for president, has said that if elected he would repeal the federal law, dubbed “Obamacare.”
Published in
Human Resources
The Impact of the Massachusetts CORI Reform Law on Employer Background Checks
Posted by Human Resources Department
Since the passage of the 2010 Massachusetts Criminal Offender Record Information (CORI) reform bill, employers face ongoing changes in their use and access to criminal history information. By enhancing regulations around criminal history checks, the CORI bill aims to create greater employment opportunities for past criminal offenders. CORI reform affects both regular employers and certain regulated employers, such as schools and long-term care facilities, which are required by law to obtain additional CORI information. Employers that do not abide by new CORI regulations may face steep fines as high as tens of thousands of dollars for each offense. Below, we’ll review some of the main changes to CORI regulations that employers should be aware of:
Published in
Human Resources
Justices Consider Whether 19th-Century Law Prevents Ruling in Health Care Challenge
Posted by Human Resources Department
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).
Published in
Human Resources
Mismanaged supply chain decisions sent manufacturing overseas. But the industry has changed direction.
Published in
Human Resources
Here are summaries of four pieces of legislation of which employer’s should take note:
Published in
Human Resources
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…
Published in
Human Resources
