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Compliance

Are you prepared to respond to claims of harassment?

Are you prepared to respond to claims of harassment?

By on Feb 21, 2018 in Best practices, Blog, Compliance, Harassment, Harassment Prevention Assessment, HR Consulting, Uncategorized | 0 comments

Allegations of harassment are all over the news and there are no signs of this national trend letting up anytime soon.  For organizations, there is no better time than now to assess your readiness to prevent or appropriately respond to claims of harassment. Claims of harassment…if not responded to effectively…can have extremely damaging effects on the workplace.  Legal liability can be astronomical.  So can attorney’s fees and rising insurance rates.  And the intangible impact on organizational culture can be just as damaging.  Harassment allegations in the workplace can drive down employee engagement, which can hamper even the best organization’s ability to attract and retain talent. A critical first step to ensuring that your organization is well situated to prevent, respond to, or at the very least defend any claims of harassment that could arise is to conduct an independent and thorough assessment of the efficacy of your harassment prevention efforts. As we announced last week, we have partnered with Sindy Warren of Warren & Associates who is an authority on workplace harassment.   Together we have developed our Harassment Prevention Assessment.  This new service will help you make sure that you are taking the right steps to prevent and respond to claims of harassment in a vigorous manner. We will not only assess your current harassment prevention state of affairs, but also provide you with recommended next steps. Isn’t it worth it to ensure your employees can be safe and productive at work…and keep your organization and reputation respected and valued? Ask us about our Harassment Prevention Assessment and your other Human Resources needs and check out our blog for more helpful...

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Time to update those required postings!

Time to update those required postings!

By on Jan 9, 2018 in Best practices, Blog, Compliance | 0 comments

With many federal and state laws changing or going into effect on January 1, the notices that alert your employees about important workplace laws and rights should be audited to ensure the most up-to-date posters are being displayed. If you are located in Ohio, you can go here to learn what you are required to post.  Note that this has not been updated to include the 2018 Ohio minimum wage; you can find that here. For federal posting requirements, you can start here to find most of the required posters and links to others you may need. Remember, requirements may vary from employer-to-employer depending on the state in which your employees work, the size of your organization, and the type of industry. These postings should be displayed in a conspicuous place in the workplace for all employees to see, such as a break room, copy room, or other common areas for employees. If your organization has multiple facilities, postings must be displayed in each facility. For employees that work remotely from an office location, these policies and regulations should be sent to the employees, provided in hard copy form, or provided electronically for these employees to access as well. Watch for new postings on workforce strategy or contact us for other helpful...

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CEO pay ratio reporting for 2018

CEO pay ratio reporting for 2018

By on Nov 7, 2017 in Blog, Compliance | 0 comments

Starting in January 2018, public employers must disclose the ratio of CEO pay to median employee pay to comply with the Dodd-Frank Wall Street Reform and Consumer Protection Act.  Near the end of September, the U.S. Securities and Exchange Commission [SEC] published interpretive guidance in the Federal Register explaining the flexibility employers have when implementing CEO pay ratio reporting.  Remember that public employers must begin reporting the ratio of CEO pay to median employee pay in their 2018 proxy statements. The SEC provided the guidance, which can be found here, in an effort to address the unexpected challenges companies have been facing as they prepare to comply with the pay ratio rule.  In general, the new guidance eases compliance and allows companies to use readily available information to produce the disclosures. In particular, the new guidance: Clarifies the use of reasonable estimates, assumptions, and methodologies, and statistical sampling permitted by the rule. Clarifies that a company may use appropriate existing internal records, such as tax statements or payroll documents, to identify and calculate the median employee’s annual total compensation. Clarifies that appropriate interval records can also be used to determine if the company must include non-U.S. workers in pay ratio calculations.  However, the SEC allows companies to exclude non-U.S. employees if they account for 5 percent or less of the company’s total workforce. Provides additional guidelines on determining whether its workers are employees for purposes of the rule, allowing employers to exclude independent contractors from pay ratio calculations. The additional guidance also includes examples which illustrate how reasonable estimates may be used in finding the pay ratio.  Finally, we encourage public employers to do their due diligence and document all assumptions and methodologies when computing the ratio to reduce the risk of an SEC enforcement action. If you need help with CEO reporting, other compliance issues, or designing executive compensation plans, contact us and check out our blog for more helpful...

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Ohio minimum wage will increase for 2018

Ohio minimum wage will increase for 2018

By on Oct 17, 2017 in Blog, Compliance, In the News | 0 comments

The Ohio Department of Commerce has announced that Ohio’s minimum wage is to increase on January 1 2018.  It will increase to $8.30 per hour for non-tipped employees and $4.15 per hour for tipped employees.  The minimum wage will apply to employees of businesses with annual gross receipts of more than $305,000 per year.   The current 2017 Ohio minimum wage is $8.15 per hour for non-tipped employees and $4.08 for tipped employees.  The 2017 Ohio minimum wage applies to employees of businesses with annual gross receipts of more than $299,000 per year.   The Constitutional Amendment [II-34a] passed by Ohio voters in November 2006 states that Ohio’s minimum wage shall increase on January 1 of each year by the rate of inflation.  The state minimum wage is tied to the Consumer Price Index [CPI-W] for urban wage earners and clerical workers for the 12-month period prior to September.  This CPI-W index increased by 1.9 percent over the twelve-month period from September 1 2016 to August 31 2017.  You can access the Constitutional Amendment online.   Employers should remember to post the Ohio Minimum Wage 2018 in their place of business.  Additionally, we remind employers to stay up to date on the required postings for their state.  Click here to access the list of required postings in the State of Ohio.   If you have questions about required postings or other compliance issues, contact us and check out our blog for more helpful...

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How to prepare for an I-9 compliance audit

How to prepare for an I-9 compliance audit

By on Oct 12, 2017 in Blog, Compliance | 0 comments

In our last post, we shared some details about the new version of the Form I-9 employers have been required to use since September 18.  After the recent release of the new version in an atmosphere of increase enforcement, companies need to stay on top of I-9 compliance. The U.S. Department Security’s Immigration and Customs Enforcement [ICE] can examine your business’s records at will, so it is best practice to regularly conduct I-9 compliance audits.  Here are some things you should do when undergoing an I-9 compliance check: Fill out all sections properly and completely. Pay special attention to sections 1 and 2 which will be reviewed for accuracy in an audit.  Section 3 will only be reviewed if changes have been made such as employment status, reverification, and rehires. Update your roster of employees. Remember, all employees hired on or after November 6 1986 must have an I-9 filled out.  If you discover than an I-9 is not present for an employee, make sure to obtain one as soon as possible. Have valid I-9 documentation. After you review your roster, check that all documentation is account for.  Remember, documentation for former employees is only needed for one year after separation or three years from date of hire [whichever is later]. Obtain all necessary signatures. It is crucial to carefully look over all three sections of the I-9 once it has been completed to ensure you’ve signed in all the required areas. Conducting a self-audit is the best way to ensure you are up to date on I-9 documentation. For more details on Form I-9, check out the USCIS’s I-9 Central webpage, which contains instructions for handling the Form I-9 and publishes current announcements on any updates and changes. Do you have questions on managing your employee Form I-9’s or other HR compliance topics? Contact us and check out our blog for more helpful...

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