Our New Community For HR Professionals, www.HumanResourceBlog.com Is Now Available

July 31st, 2007 Posted by Sarah

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!

1 Comments >> Posted in Alabama,Alaska,Arizona,Arkansas,California,Colorado,Compliance Issues,Connecticut,Delaware,District of Columbia,Flordia,Georgia,Hawaii,Human Resources,Idaho,Illinois,Indiana,Iowa,Kansas,Kentucky,Louisiana,Maine,Maryland,Massachusetts,Michigan,Minnesota,Mississippi,Missouri,Montana,Nebraska,Nevada,New Hampshire,New Jersey,New Mexico,New York,North Carolina,North Dakota,Ohio,Oklahoma,Oregon,Other,Pennsylvania,Puerto Rico,Rhode Island,South Carolina,South Dakota,Tennessee,Texas,Utah,Vermont,Virgin Islands,Virginia,Washington,West Virginia,Wisconsin,Wyoming

Mississippi Workers with Disabilities

May 9th, 2007 Posted by Amelia

A recent partnership promises great things for Mississippi workers with disabilities. The partnership is between the US office of Disability Employment Policy, known as ODEP, and the Society of Human Resource Managers, known as SHRM. Together, these two organizations hopefully will generate more jobs for disabled workers.

Mississippi workers with disabilities probably already realize that as a group, disabled workers are underutilized in the workforce. It is to be hoped that this picture will improve soon, thanks to a partnership formed between a US Department of Labor agency and a large human resource organization.

The other partner, SHRM, has been around since 1948. This organization is international and has chapters in more than 100 countries. With over 200,000 members and 550 chapters, SHRM has a mission to provide human resource professionals with resources that are essential and comprehensive.

Although the Mississippi Department of Labor will still provide Mississippi disabled workers with several services, the ultimate result of this new partnership should be additional opportunities and resources for disabled workers. For instance, training and education will be part of the partnership’s target, along with technical assistance and outreach.

What’s also important is that this alliance will work to promote dialogue on the national level concerning employment for disabled workers. This segment of the working population still is not utilized to its fullest potential in the current work force.

What will happen to the services Mississippi disabled workers receive through the Mississippi Department of Labor?

Workers will continue to be able to access the services available through the Mississippi Dept. of Labor. This new partnership will eventually provide disabled workers with more resources and opportunities. Because disabled workers still are underutilized in the workforce, this partnership should help. Training, along with outreach and technical assistance, are just a few of the targets of the new collaboration.

No Comments >> Posted in Compliance Issues,Department of Labor,Employee Management,Human Resources,Mississippi,Mississippi

Human Resource New Hire Reporting in Mississippi

December 14th, 2006 Posted by Mark

The labor law of the land in Mississippi when it comes to new hire reporting is called law 43-19-46. And wait, there is a second one called 93-11-01, both put out by the Mississippi General Assembly and put into effect in October of 1998. And what’s the labor law over truly all of the land? That would have to be the federal Personal Responsibility and Work Opportunity Reconciliation Act, or PRWORA, from 1996.

These labor laws, my loyal readers, and their variants from state to state, have been the topic of discussion here on this blog all week. One the reasons—they tell human resource departments and employers how they must report each and every new hire they bring into their organization. What’s another reason I’m bringing it up? These labor laws reinforce all of my previous mentions on my blog, from last month and beyond, about how important it is to keep organized within your organization when it comes to all of the files and forms you must have on storage for every employee.

In Mississippi, those labor laws mentioned above requires that all employers report their new hires within 15 days of their first day on the job. If you are disorganized, do you think you’ll be able to make that reporting on time?

If not, you could end up with a penalty of $25 per new hire that you failed to report on time. What’s worse, if the government detects some sort of purpose behind your failed reporting—some sort of conspiracy between you and the new employee even—they can fine you $500 per employee.

Don’t believe me? Just look up the information on Mississippi’s government Web site, or any state’s Web site on new hire reporting for that matter. They all follow the same basic guidelines set up by the federal rule.

No Comments >> Posted in Employee Management,Hiring,Human Resources,Mississippi