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

Human Resource New Hire Reporting in Nevada

December 14th, 2006 Posted by Mark

The same rules apply in Nevada that we just discussed in Nevada, for the most part. When it comes to which employers must report their new hires, any employer who hires somebody and then uses a W-4 form to report them to the Internal Revenue Service, then you have to also report them to the state of Nevada as a new employee.

The department in Nevada that is responsible for administering and monitoring employer compliance with this labor law is the Department of Employment, Training, and Rehabilitation, which is different than some other states that we have seen, where the responsibility can fall upon the Treasury Department or the Department of child Welfare.

But as with the other states, much of the same employee information is required in the report. We’re talking about the employee’s name, their social security number, their address, as well as their date of hire, birth date, and their state of hire. Those last three data points are not mandatory in the state of Nevada, but they are recommended because they make the Department of Employment, Training, and Rehabilitation’s job a lot easier.

Also, the state of Nevada will require from you the employer your name of your company, your company’s address, and the federal identification number of your company.

All of that information I would hope is readily available to you through your human resource department, or off the top of your head. As for the employee info that you have to report, you can find most of it on the forms that the employee fills out when they apply for your job or during their orientation, such as the employee application, the payroll deduction forms, their reference check agreement forms, and their resume, among many of the other forms that you could probably find in their employee file.

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

Nevada Lie Detector Tests

July 29th, 2006 Posted by Lindsay

I am sure most people are familiar with lie detector tests. A lie detector in the state of Nevada is defined as polygraphs as well as voice stress analyzers and psychological stress evaluators. They can be electrical or mechanical, and they’re designed to determine the honesty or dishonesty of an individual.

Nationally, employees are protected by the 1988 Employee Polygraph Protection Act. This Act applies to most private employers. It prevents them from using lie detector tests for pre-employment screening or during the course of employment. It limits the employers’ use of the results and also disclosure of the results.

I noticed that in the state of Nevada, an employer may request that an employee or prospective employee take a polygraph examination as part of an investigation of wrongdoing, like theft or embezzlement, affecting the employer’s business if that wrongdoing appears to involve the employee.

The employer may also request a polygraph examination from prospective employees who would be employed to protect sensitive or valuable property or facilities.  The use of a polygraph examination is also permitted to employers in businesses that handle controlled substances.

However, the law states that an employer cannot take any adverse action against any employee or prospective employee based on the results of the lie detector test, or because of their refusal to take any lie detector test.

It is my understanding that employers who violate the law regarding lie detector tests will be subject to civil liability in court, and possibly stiff fines imposed by the Nevada Labor Commissioner.

A poster describing the limitation affecting the use of lie detector test is required to be placed in a prominent location at any place of business. This is just one of several labor law posters that are required to be posted.

No Comments >> Posted in Evaluation,Human Resources,Nevada