In many cases, PEOs tasked with filing the EEO-1 report are captive to client cooperation and certain data in order to timely file the report, putting additional pressure on the PEO. While a client company meets the criteria for the filing, the PEO would take responsibility for the filing, including by assuming such responsibility in their client agreements. Specifically, PEOs were filing a single, aggregate report for eligible client employers as an “establishment” of the PEO.
The TAD is not binding law but reflects the EEOC’s enforcement position on topics informative for all employers navigating their obligations under the ADA. The TAD provides insight into visual disabilities, and how they may trigger ADA obligations.
Understand ADA reasonable accommodation requirements, the interactive process, and how to evaluate undue hardship in compliance with federal law.
An employee has requested a temporary, six-month relocation to California. Currently, we don’t have any employees or do business in California. The employee is moving for personal reasons. What should we consider in this situation? Would this create additional obligations under California law?
Learn how HR Hero revolutionized General Revenue Corporation’s HR operations, providing accurate information, streamlining compliance, and saving countless hours of research. Download the case study to unlock the key to successful HR management in a complex regulatory landscape.
This training presentation will explain how you can help ensure that we follow legal hiring practices when we hire new employees. At the end of the training session, you will be able to identify requirements of fair employment laws, follow the organization’s EEO policy, evaluate job applicants based on job-related criteria, and conduct all phases of the hiring process to avoid discrimination.
Any company’s HR department should regularly review their I-9 records for their employees. In light of the Department of Homeland Security’s (DHS) temporary exemptions regarding I-9 remote verification that haven’t yet been made permanent, U.S. employers should ensure I-9 compliance by conducting an internal audit.
The Job Description Manager revolutionizes the way you create and manage job descriptions. Simplify collaboration, customize branding, and ensure compliance to attract top talent and build a winning team
BLR’s HR Hero® expands its topic coverage to include voting leave and reimbursements in response to the growing number of state regulations in these areas. Additionally, the coverage on retirement savings and pension plans was expanded from federal-only coverage to include state regulations due to the increasing number of states enacting retirement benefit mandates. The Fair Labor Standards Act (FLSA) coverage now includes more states with tip pooling policies and deductions in pay.
One of our employees has a service dog that recently bit another employee. Do we still need to make reasonable accommodations for this person’s service dog? Also, are support animals not covered under Americans with Disabilities Act?
