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2013 Regulatory Changes to Form I-9 and the FMLA

Form I-9

The U.S. Citizenship and Immigration Services (USCIS) released a new Employment Eligibility Verification Form I-9 on March 8, 2013.

OSHA in the Office

The Occupational Safety and Health Act (OSHA) does not just pertain to those in the construction or manufacturing industries.

The Holiday Season is Here!

Time to hang the mistletoe, bring out the holiday cheer, give presents to everybody (the more personal the better!), hugs and kisses abound!!! Not really, only kidding!

Politics in the Workplace - 2012

With the election just around the corner, it is a good time to remind employers what can and cannot be discussed in the workplace. Private employers have the right to prohibit political speech entirely in their workplaces. The First Amendment protections of free speech apply only to “state action,” not to nongovernmental employers.

Things to Do and Watch for in 2012

OSHA 300A Summary of Work Related Injuries and Illnesses

All employers covered by OSHA Part 1904 must complete this Summary page, even if no work-related injuries or illnesses occurred during the year. Use your OSHA 300 Log to count the number of entries in each category. If there were none for a particular category, enter “0”. The Summary must be posted from February 1 to April 30.

NLRB Postpones Deadline for Displaying Employee Rights Poster

The National Labor Relations Board (NLRB) has postponed from November 14, 2011 to January 31, 2012 the implementation date for displaying their new poster (Employee Rights Under the National Labor Relations Act).

NLRB Issues Final Rule for Notification of Employee Rights

On August 30, 2011, the National Relations Board (NLRB) issued a final rule requiring employers subject to the National Labor Relations Act (NLRA) to post a notice in their workplace informing employees of their rights under federal labor law. This notice must be posted by November 14, 2011.

What employers are subject to the National Labor Relations Act?
The rule applies to all employers subject to the Board’s jurisdiction, except agricultural, railroad and airline employers, and the U. S. Postal Service.

Progressive Disciplinary Action

The purpose of progressive disciplinary action is to improve employee performance. Progressive disciplinary action should not be confused with an immediate call for action for a serious violation of company rules, an illegal act, or other egregious behavior.

Even though the process is not intended as a punishment for an employee, it does afford the opportunity for the company to fairly, and with substantial documentation, terminate the employee who is unwilling or ineffective in improving his/her performance.

OSHA Form 300a Posting and OSHA 300 Records

The Occupational Health and Safety Administration has been one of the beneficiaries of the federal government’s increased budget. As such, they have added additional personnel to conduct investigations. If an inspector visits you, one of the first areas they look at is your safety and health records. Failing to record, or improperly recording work-related injuries and illnesses can result in significant fines.

Employee Handbooks: A **Must** in Today's Work Environment

It might seem like old hat, but having a current employee handbook is more important today than it was years ago. In today’s work environment, employees are more apt to turn to an outside source for advice on how to handle a situation or an issue that did or does not please them in their workplace. Your best protection may be a properly written employee handbook.

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