In this on-demand webinar, BLR Senior Legal Editor, Nancy McDermott, J.D. will cover the compliance basics when it comes to remote eligibility verification and share effective strategies employers can implement to stay ahead of the Form I-9 curve in just 20 minutes!
Imagine an employee in a workplace meeting stands up and—in a profanity-laced tirade—calls the manager several names not fit for print. Most employers would immediately discipline, if not fire, the employee for violating any number of workplace rules, such as insubordination and disrespectful behavior. In a recent ruling, the National Labor Relations Board (NLRB) says, “Not so fast, employers.”
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