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.