A hot topic for discussion throughout 2009 has been the anticipated increase of new employment laws potentially introduced by the Obama administration. While these new laws have not yet surfaced, the administration has focused heavily on the increased enforcement of existing employment laws by government agencies across the board, and employers are encouraged to prepare now or face tough penalties.
A rule requiring federal contractors and subcontractors to use the Department of Homeland Security U.S. Citizenship and Immigration Services' E-Verify system to verify their employees' authorization to work in the U.S. is now in effect. The rule applies to federal solicitations and contract awards government-wide beginning September 8.Â
On September 3, ºÚÁϲ»´òìÈ submitted comments on a proposed rule issued by the U.S. Department of Labor ("the Department") Office of Labor-Management Standards titled "Notification of Employee Rights Under Federal Labor Laws." The proposed rule implements Executive Order 13496, which requires federal agencies to include a new clause in nonexempt contracts requiring contractors and subcontractors to post notices informing their employees about their rights under the National Labor Relations Act ("NLRA"). The proposed rule establishes the content of the notice and sets forth sanctions, penalties, and administrative procedures related to findings of noncompliance.
In an attempt to urge employers to prepare for the upcoming 2009-2010 flu season, the Center for Disease Control and Prevention (CDC) recently issued new guidance to help employers prepare. The guidance was issued in anticipation of the spread of the seasonal flu and H1N1, commonly known as Swine Flu.
Training, development and human resource professionals should attend the ºÚÁϲ»´òìÈ HR Professionals Conference and Training & Development Conference October 27-29, in Atlanta, to earn valuable continuing education credits toward their respective designations.
As many construction employers are trying to figure out exactly what health care reform will mean for them, one issue that raises questions for employers, insurers and employees alike is that of a "qualified health benefits" plan.  As mentioned in ºÚÁϲ»´òìÈ's What Does a Health Insurance Mandate Mean for Construction Industry Employers, employers will be required to provide a "qualified health benefits" plan for all employees and their dependents or face stiff penalties. That is, if H.R. 3200, the much-debated proposed bill known as America's Affordable Health Choices Act of 2009, is passed by Congress.
The proposed rule implementing President Obama's executive order encouraging federal contracting agencies to consider imposing project labor agreements (PLAs) on large-scale construction projects fails to substantiate the asserted rationales for mandatory PLAs, fails to require an adequate analysis as a condition precedent to imposing a PLA, and should not be expanded to cover federally assisted projects, ºÚÁϲ»´òìÈ told the Federal Acquisition Regulation (FAR) Council in comments submitted on August 13.
During the recent economic downturn, HR professionals in the construction industry have been increasingly burdened with handling reductions-in-force (RIFs), lay-offs and furloughs - sometimes at a moment's notice. Recently, ºÚÁϲ»´òìÈ requested the expertise of labor and employment law attorney Bert Brannen of Fisher & Phillips LLP, and Doug Mure, Managing Director of Human Resources Consulting and Outsourcing with Pinnacle Financial Group, to give HR professionals in the construction industry much-needed guidance when handling such situations.
Both the House and the Senate have many ideas when it comes to health care reform, but the one proposal that appears to be present across the board is a requirement for private companies to provide health insurance for all employees and their families. While this mandate may be well-intentioned, what does it actually mean for America's employers?Â
In accordance with a July 8 announcement, the Department of Homeland Security (DHS) has formally proposed a rule to rescind the so-called No-Match Rule first issued by the Bush Administration in 2007. The proposed rule seeks to reinstate the language of the regulations as it existed prior to the effective date of the No-Match Rule. Comments are due no later than September 18, 2009.