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HR Services: Tips for Avoiding Negligent Hiring Lawsuits

Posted by Nannette Madera, PHR on May 16, 2019 9:00:00 AM

In a competitive job market, it can be tempting to swoop up talented employees quickly, but failing to research a candidate’s background can result in what’s known as negligent hiring - and it can cost employers big. The costs of negligent hiring could come in the form of lawsuits, employee injuries or stolen money, not to mention the mark it could leave on an employer’s reputation. 

Research shows that more than half of those who apply for jobs include false information on their applications or resumes. Although some of those details may not harm the business, completing thorough research during the recruitment process is key to avoiding negligent hiring claims. Overall, states recognize negligent hiring as damaging to a business, its employees and its customers.

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Topics: HR policies

Worker Safety: National Fall Stand-Down Begins May 6

Posted by Greg Andress on May 7, 2019 9:00:00 AM

Thousands of worksites will join the Occupational Safety and Health Administration (OSHA) and its partners for the sixth annual National Fall Stand-Down to prevent falls in construction. During the week of May 6-10, employers and workers will make it a point to identify and eliminate safety issues, review OSHA compliance initiatives and implement industry best practices to prevent work-related injuries and illnesses.

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Topics: Risk Management

Keep Out of Hot Water with ICE: How HR Outsourcing Helps

Posted by Tonya Fletcher SPHR, SHRM-SCP on Apr 30, 2019 8:00:00 AM

An I-9 Guide for Employers

The Immigration Reform and Control Act (IRCA) of 1986 requires all US employers to complete a Form I-9 (I-9) upon hiring a new employee to work in the U.S. The I-9 is used to verify an employee’s identity and work authorization. Employers must verify the employment eligibility of all new employees and are prohibited from discrimination based on national origin or citizenship status. If the I-9 is not filled out carefully or thoroughly, substantial fines and potential government trouble could come into play.

The federal government uses E-Verify to supplement the enforcement of federal immigration law. E-Verify is required for federal contracts that contain a FAR E-Verify clause. Several states have also enacted laws that require employers to register and use E-Verify. If using E-Verify, the employer enters the employee’s information from the I-9 to create a case. When you outsource human resources management, this process is managed for you.

Whether you choose to outsource HR or handle HR tasks on your own, here’s what you need to know about the form and some of the common errors associated with it. Immigration and Customs Enforcement (ICE) enforces employer compliance with I-9 and E-Verify rules.

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Topics: Human Resources

10 Complexities Employers May Encounter in the Payroll Process

Posted by Tonya Fletcher SPHR, SHRM-SCP on Apr 16, 2019 1:00:00 PM

Employers who’ve processed payroll any amount of time are probably already aware that it can be extremely complicated. Calculating payroll taxes, managing deductions, navigating payroll software and keeping up with payroll reports are just some of the headaches that surround managing payroll. In addition, employers can run into conflicts with federal and state labor laws, which can lead to wage violations if not handled correctly. Here are answers to 10 complex scenarios employers may encounter while handling payroll.

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Topics: Payroll

Why it Pays to Outsource Employee Payroll Taxes to a PEO

Posted by Tatiana Ivanova, MAcc on Apr 10, 2019 7:30:00 AM

One of the most time-consuming aspects of business operations is payroll processing, which includes calculating employee payroll taxes like social security and Medicare taxes. It’s easy to make a mistake or miss a filing deadline, and fees and penalties add up quickly. Here are some basics to consider:

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DOL Issues Proposed Overtime Rule

Posted by Tonya Fletcher SPHR, SHRM-SCP on Mar 20, 2019 11:00:00 AM

The U.S. Department of Labor (DOL) recently announced a proposed rule which would make more than a million American workers eligible for overtime pay.

Currently, employees with a salary less than $23,660 per year ($455.00 per week) must be paid overtime if they work more than 40 hours per week. This has been the standard since 2004. You may remember the Obama-era overtime regulation issued in 2016 that would have raised the salary threshold to $47,476 per year ($913 per week). The regulation was later invalidated by a federal judge in Texas just days before it was set to take effect.

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Topics: Human Resources, Legal News & Compliance

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