A combination of efforts by President Obama’s administration and the Society for Human Resource Management (SHRM), backed by the courts, has extended the deadline for implementation of new E-Verify regulations for federal contractors.
The original deadline was January 1, 2009. That has been delayed until May 21, 2009. As a result, federal contracts will have several additional weeks in which to comply with E-Verify.
Starting on May 21, any companies that enter into contracts with the federal government will be mandated to use E-Verify in order to double-check the immigration and legal work status of new employers.
A confluence of events led to the delay. For one, President Obama’s Chief of Staff, Rahm Emmanuel, had sent memos to all federal agencies urging them to delay the effective dates of regulations pushed through during the final days of the (more…)
The executive orders reversed Republican policies that many Democrats considered anti-union. However, employers argue that these new policies will further hamper employers – especially federal contractors – trying to compete financially in a tight market.
The new policies require federal contractors to inform employees of their rights to form unions. They also require federal contractors to offer jobs to current workers when contracts change, and make it more difficult for employers to discourage union activities, according to the New York Times.
Under one of the executive orders, when a government service contract expires and there is a new contract to perform the same services at the same location, the new contractor has to retain the old workers. Proponents point out that keeping trained, experienced workers (more…)
Some information on the OSHA 300A should be kept confidential by omitting the employees name or the nature of the injuries. If a female employee is sexually assulated in the workplace, for example, her name and the exact nature of the injury should not be listed. Any illness or injury that could potentially be embarrassing to the employee, should not be specified. For example, if a male employee suffered a serious injury to the groin area might only be listed as “laceration.”
At that time, all employers in the U.S. will be legally bound to use the new version.
Any such employers who wish to do so are invited to comment. It should be noted that many firms have already begun switching over to the new forms. Compliance is not mandatory yet, however. As in the past, employers may legally make copies of I-9 documentation, but must file such documentation in a location separate from a worker’s personnel file.
Chief of Staff Rahm Emmanuel sent memos to federal agencies urging them to (more…)
The ARRA, or American Recovery and Reinvestment Act of 2009, included a provision to subsidize extended health insurance coverage under COBRA, for some eligible employees.
The plan applies only to an “assistance eligible individual” or AEI who is laid off through no fault of his or her own, or is a dependent of a laid-off employee.
The subsidy applies beginning March 1, 2009 for employers who use calendar months for healthcare coverage.