Human Resources in 2010: What to Watch
Although the beginning of a new year is traditionally a new start, the arrival of 2010 has much in continuing to prepare for the continuing effects of the “great recession.” While we all hope the worst is now behind us, many companies and individuals have hardened their belts and looking for ways to reduce costs, while still essentially collapse on them for the indefinite future.
Employers in particular, faces the new year amid a large number of potentially dramatic changes - not only in the revenue projections and expenditure, but in the short term and long term impact of the Government’s proposed health care reform legislation and new jobs. And now more than ever it is important to ensure your company complies with the law: the U. S. Department of Labor (DOL) has gained 35 million to increase its 2010 budget, some are allocated to hiring an additional 670 field researchers. This increase in bandwidth, combined with penalties and burdensome for non-compliant employers, means that companies today simply can not afford to ignore the changing world of labor.
Now more than ever, companies triple challenge of complying with new laws face, improving the cost, and attract and retain talent amid a market in the transition to work. Although nobody can be sure that 2010 applies to employers and HR professionals, early indicators point to a number of new challenges for the HR industry in the coming years:
Comply with the actions of New Labor
2009 was an active year for labor, a trend that shows no sign of slowdown in 2010 shows. Last year saw the promulgation of a new federal initiatives, including:
• Genetic Information Non-Discrimination Act (GINA): The initiative of the employer prohibits discrimination against employees or applicants based on their genetic information. Employers seek to enforce the law are invited to the statutory definition of ‘genetic information to review, and then review the policy of the Society for the Preservation of employee medical information confidential, and that s’ ensure that all company-sponsored programs health and welfare are not in conflict with the limitations Gina.
• Changes in the Americans with Disabilities Act: So that disabled workers are protected from discrimination, since the passage of the Americans with Disabilities Act 20 years ago the law amendments to extend the scope of this protection. According to Monster, an important point in changing employers to recognize that “the employee will be considered invalid, even if he or she is able to use a mitigation measure the impact of his handicap to overcome. This means that a employee who takes medication for his epilepsy, such control is still protected by law. ”
• COBRA Grant Extension and expansion: Included in the National Defense Authorization Act of 2010 was promulgated by President Obama December 21, 2009, was an extension of the COBRA Premium Support Act. The bill extends the COBRA subsidy of December 31, 2009, February 28, 2010 and will expand on the ARRA subsidizing COBRA premiums for 15 months (the period of nine months from now).
According Laborlawyers.com a number of initiatives in employment is expected to emerge from Congress in 2010, including the provision of mandatory paid sick leave, “Working Families Flexibility Act (a law allowing non-union workers to file complaints against employers), the Employment Non-Discrimination Act (extension of Title VII of protection based on sexual orientation), and the Patriot Act the employer (the offering tax exemptions for companies that neutrality of the unions). ”
Stay informed of changes in health
From living rooms to boardrooms, hot topic this year is sparking debate across the country. For many employers, the possibility of extensive benefits including health insurance plays an important role in providing building a competitive salary. When it comes to draft health care reform, but there seems some confusion about how employers can affect their benefits and their bottom lines.
Recent reports of the Society for Human Resources Management (SHRM) and search provider MetLife, “many employers (41 percent) are unsure about what to do regarding the medical benefits should legislation be adopted and the results suggest they may not be as fully aware that the two bills in the House and Senate cover a broad set of basic requirements and proposes a rules based largely on the issue of safety, the number of prizes, and prohibitions on pre-existing condition exclusions. “Research shows that almost 1 / 3 of the employers surveyed expect their performance plans to remain the same, while a separate study by consultancy firm Mercer HR, nearly 2 / 3 business anticipates “the reduction of health benefits to avoid paying a tax for the protection of the patients included in the Senate proposal and affordable care Act. ”
Whatever your opinion on the reform of the health care offered, one thing is certain: following the developments surrounding the new legislation will be critical for employers and HR professionals of all sizes and all sectors.
I-9 and E-Verify Update
While the immigration debate seems to have subsided somewhat in recent years, the U. S. Citizenship and Immigration Services (USCIS) measures taken to ensure the safety of the process of verification of employment. Two important updates on audit employers this year were:
• Changes in Form I-9 USCIS Form I-9 review, and from April 3, 2009 requires all employers to a new worker on the updated form to use for new employees to check and recheck hire employment eligibility of all employees whose work authorization has expired.
• New requirements for E-Verify: E-Check, the Department of Homeland Security online system to determine the suitability of an employee to work in the United States, the attention of the public enterprises and sub attracted - this contract years, then, September 8, 2009, the government began mandating E-Verify requirements for certain contractors and subcontractors working under certain contracts. And while only 3 U.S. states (Arizona, Mississippi and South Carolina) have immigration laws that all employers (public and private) to E-Check, an increasing number are considering legislation that would use the system requires certain employers and / or new employees.
Be informed on important and topical issues that employers and HR departments this year, businesses can plan accordingly, save time and hopefully money, while avoiding the risks and possible sanctions and route.
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