Changes to Employment Laws on the Horizon
Recently there have been some changes to employment laws, and there are even more coming soon. As your trusted business partner, Oasis Outsourcing is here to outline these changes and provide you with any assistance you may need.
New I-9 Requirements
As of April 3, 2009, the Department of Homeland Security requires a new I-9 form to be used to validate employment eligibility in the United States. The original effective date for this document was scheduled for February 2, 2009, but a 60-day delay was invoked for further review. Some of the changes that the new I-9 provides are:
- The revision of the acceptable “List A” documents
- Prohibiting any expired documents as valid documentation
- Specificity in allowing certain documents for citizens of the Federated States of Micronesia and the Republic of the Marshall Islands to meet the requirements
The new I-9 is included in all New Hire packets and is available, as are all current forms, on the Client Services Website by clicking on the “Standard Forms” link in the Admin/Client tab. Please be sure to check your inventory and discard any old new hire forms that are no longer valid to ensure you are compliant with the law. The new form is also available electronically as part of our Employee Electronic Onboarding Program.
Reminder to Federal Contractors
Previously, certain federal contractors and subcontractors were given a date to comply with E-Verify. Federal contractors and subcontractors meeting the criteria should note that the requirement to verify their employees will resurface again when the regulation review period ends on May 21, 2009. At that time, it will be determined whether it will be enacted or possibly be delayed again for further review. Information about the outcome will be available at that time. Should you have any questions regarding this or any other regulatory requirements, you may always contact the HR Service Center.
Glimpse of What’s to Come
As the Obama Administration completed its first 100 days, all indications pointed to the fact that there will be a lot of attention paid to employment laws and regulations in the days and years to come. The immediate focus seems to be on discrimination, healthcare and Wage & Hour compliance. With changes to the Americans with Disabilities Act (ADA) that are broadened under the ADA Amendments Act (ADAAA) and claims mounting in the area of age discrimination under the Age Discrimination in Employment Act (ADEA), employers are challenged to be more aware of what their responsibilities are under the law. The spotlight is said to be turned on the Fair Labor Standards Act (FLSA) exemption status, which could prove detrimental for those companies who have willfully qualified individuals this way to avoid paying overtime. Unfortunately, employment laws can be complicated and sometimes violated without intention. However, that does not alleviate the liability for not conforming to them in the workplace.
For now these are only some of the hot topic areas being reviewed and addressed, but more are on the horizon. That is why your partnership with Oasis Outsourcing is such a valuable relationship in these changing times. The Oasis team is always available to you as a resource for information and compliance requirements. From your Payroll and Benefits Specialists to the HR Services Team, we are always here to ensure you have all the tools you need to stay ahead and know your obligations when it comes to employment laws.
