labor lawAdivision of labor law center

HR professionals or owners are faced with my conflicting HR questions or situations everyday and how to solve the issues can vary depending on who you ask.  Many business owners or HR professionals often ponder the same question, “Is there an agency or source where I can go to get guidance or assistance on these HR issues?”.  Well now there is a solution!  www.HumanResourceBlog.com is now available for any HR professional to come and share their thoughts, questions, or issues and to openly discuss the situation or issue at hand.  Where else would you be able to go to find a community or center that has professionals sharing your same common problems and also having suggestions for you to possibly consider.  Like they say, two brains is better than one.  In this particular case, it’s two professionals better than one! 

www.HumanResourceBlog.com has a goal to build a community strictly for HR professionals all across the states to be able to post and receive answers from actual professionals in the same situation or have the knowledge to possibly guide you to answer.  State laws vary from state to state.  If your organization operates in multi-states, this is the place for you.  www.HumanResourceBlog.com does not limit the answer to any particular state or topic.  It does not have boundaries and/or limitations in the state the question is deriving from.  If you are seeking an answer to your HR question, www.HumanResourceblog.com will be the solution!

Answers are posted daily from Real HR experts that are emailed the questions instantly.  There is no automation to the postings of answers.  The website is strictly for owners, HR professionals, supervisors  and managers to post their HR related issues, questions, or concerns.  Post your questions today! The web site is not intended for employees to post employee related questions. 

Come join and lets build an HR Community together.

Hope to see you there!

The original Alaska law for human resource department’s reporting of new hires was changed to make way for the new federal law that was signed into effect during the 1990s. Since then, Alaska employers have had to report their new hires, each and every one of them, to the Child Support Services Division. You have 20 days after the employee’s hiring to do this reporting.

In Alaska, you can use digital forms, to include information from such paper forms as the application, the employee referrals, and the employee paycheck deduction forms, to report the new hire. These digital forms can be submitted to the Child Support Services Division by magnetic tape or computer diskette. In that case, the 20 day window for new hire reporting doesn’t hold for you.

If filing electronically or through a computer diskette, you can submit all of your new hires in batches twice a month. Obviously, this wrinkle in the labor law for new hires helps out major employers more so than the little employers. All employers can also go the old fashioned route and submit the new hire reporting forms via mail or fax.

The pertinent information that you must make sure to include in new hire reporting in Alaska in order to abide by the labor law on the subject are: the new employee’s name, your company name, both of you addresses, your employer federal identification number, the employee’s identification number, their date of birth, and their date of being hired.

It might of course sound odd for an employer to send all of this information into the Alaska Child Support Services Division (unless of course you are running a day care center perhaps). But don’t forget—one of the purposes of this law is to catch scofflaws of child support.

Alaska contractors, beware, the government could have its target on you. If you don’t follow a new state law involving contractors and insurance, then you could be opening yourself to some fines and other penalties. The new contractor laws are AS 08.18.011 or AS 08.18.025. They are set up to first and foremost protect consumers from contractors who aren’t properly prepared to do their jobs.

These contractor licensing agreements and laws are set up so that contractors have to have proof that they buy liability insurance, to pay for any errors during work that they may caused through their own fault or by accident. This could also include a bond to pay for any problems with their work, as well as workers’ comp insurance if these contractors also have employees.

As a contractor in Alaska, perhaps you are liable to think you can do business without having to worry about laws that folks down in the rest of the United States have to follow. Or perhaps you are running a small operation and don’t have the capital to pay for liability insurance and workers’ comp, as well as a bond.

But the truth is that no matter how far into the outback you work, or how small your operations are, you should consider the value of insurance. Insurance is set up to protect you from the cataclysmic incident, such as if you burn down somebody’s house or business, or if one of your employee’s suffers a career-ending injury. Those kinds of incidents can end your business, unless you pay your insurance premium. Then you can breathe easier.

Another reason to follow these Alaska contractor laws would be simply because the state of Alaska will come after contractors now that don’t. A new bill in the Alaska legislature, House Bill 81, was signed this summer by the governor. It allows the state to fine contractors up to $1,000 for not following the laws on insurance, bonds, and workers’ comp.

The Alaska (AK) Department of Human Resources is a very key figure in the work place. Any of us that work in the state of Alaska or that employ people within the state will need to play some role with this department. In many ways, the groundwork of our state’s work place is dependant on what this department puts out there. Throughout Alaska, most of those that need to contact and work with the Department of Human Resources just do not realize that they can do so.

The Alaska Department of Human Resources is a great tool. It allows a business owner, like many of us, to gain some valuable information. For example, start up licensing is often needed to go through this area. In addition to that, we will find many very important laws handled under this department as well as with the Department of Labor. These laws will regard such things as child labor laws and safety regulations that are put in place to protect those that we employ. In addition, workmen’s compensation and insurance needs are met through this department as well. The business owner will work closely with the department for apprenticeship programs as well.

In addition to these things, the Alaska Department of Human Resources will work closely with those that are in need of unemployment. In fact, contacting them will provide more than just unemployment compensation. In addition, there are several key programs offered by the state of Alaska to aid those that need it in education and training to secure the job and career that they need. This includes One Stop, Family Literacy, Job Corp and the Older Worker Programs, to name a few. All of these provide key training that all of those that are unemployed may end up benefiting from. The key is to secure employment that is right fitting to that individual and that is part of the human resource’s job.