Friday, March 08, 2013
A revised 2013 I-9 Form (Employment Eligibility Verification Form) has been released. This form must be completed by all employers to verify the employment eligibility of every new hire.
Thursday, February 07, 2013
Since 1993, the Family and Medical Leave Act (FMLA) has promised employees with protected, unpaid leave from their job if the employee or their immediate family required medical attention. In order to further protect the job security of employees in the military and airline industry, certain expansions were signed into effect on February 5, 2013, which also marked the twentieth anniversary of the FMLA signed into law. The 2013 FMLA changes expand upon benefits to veterans, military sevicemembers and airline personnel and flight crews.
Monday, July 30, 2012
The Family and Medical Leave Act (FMLA) has recently been amended to better define terms applied to military families and airline employees. These changes instituted by the Department of Labor are also supplemented by a Notice of Proposed Rulemaking to implement and interpret the additions to the act.
Friday, July 06, 2012
In an effort to make the new hire process user-friendly, the office of U. S. Citizenship and Immigration Services (USCIS) invited the public to provide input on a revised Form I-9. The public notice, issued March 27th in the Federal Register, directed the public to submit comments online.
The government is seeking the public’s input not to change the I-9 Form process, but to improve the form itself for new hires, businesses and HR departments. The USCIS will accept comments until May 29, 2012.
Monday, July 02, 2012
The ongoing back and forth surrounding the pending mandatory posting of a new NLRA Federal Labor Law Poster continues.
In March 2012, the District of Columbia Circuit Court of Appeals held that the National Labor Relations Board did in fact have the authority to require employers covered by the National Labor Relations Act to post a workplace notice regarding employee rights under the Act and that the April 30th deadline remained effective. This posting affects nearly all private US businesses regardless of the company’s union status.