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!

We’ve talked a lot about why these new hire reporting laws are in effect in every state across the Union, and in federal law as well. And we’ve talked about how much information human resource departments have to have in order to comply with all of these laws in your organization, and to keep your company out of trouble with the state and federal governments.

As we’ve seen, your human resource department, in order to comply with these labor laws on new hire reporting, could use a comprehensive employee information filing system, as well as a sturdy and continual supply of human resource forms that can help track and store all of this information, such as copies of the employees’ resume, their reference check forms, their payroll deduction forms, and even their forms for drug free workplace policies and workers’ compensation information sheet. Anything and everything that your human resource department has with their signature and info on it should be kept and filed to the best of your abilities.

But what we haven’t covered so far in great detail is some of the other responsibilities that these labor laws can enforce with employers. Take Delaware’s new hire labor laws.

In Delaware, not only are you responsible to report all new hires and re-hires to the Division of Child Support Enforcement’s New Hire Reporting Program. You could eventually be asked to withhold wages to an employee who is found to be owing child support payments to their children and former spouse. You could then be asked to forward that withheld money.

You could also under Delaware labor law be called upon to add a child or children to your medical plan, under the employee’s name after they are discovered to be avoiding their duties as a parent. That would involve withholding more money from the workers’ pay for the health premium costs.

Last month’s unemployment percentages have come out from the Delaware Department of Human Resources. Although this may not seem like something that is important to some, to most that have dealt with numerous different aspects of the work force world, there are some very important things to take into consideration here. For the month of July, the state’s unemployment rate as fallen. Although it is still well below the national average of 4.8 percent at just 3.7 percent, it is still an important number to consider. Nevertheless, the good news is that it is still well below the rates from just six months ago.

So, why does any of this matter to those of us that live within the state of Delaware? There are many factors that should be taken into account here. For one, this information is used by many economists in determining how well the economy is moving. The use of the Delaware Department of Human Resource’s numbers on how many people have filed for or are receiving unemployment is something that allows the gauging of the way that people are spending their money. In light of many businesses, this is important information to know.

Yet, of those 3.7 percent of citizens in the Delaware area, there is a growing need for more than just an unemployment check. The Delaware Department of Human Resources provides for this as well. In this case, they provide for the means to become educated through various programs that the state funds. Training and apprenticeship programs are also available through this department. The goal here is not just to hand people a paycheck but rather to give them what they need to succeed. With these programs and the financial help that many need, the department provides the necessary aid for employment success throughout the state of Delaware.