Keeping up with Background Screening

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As a Human Resources professional, it’s highly probable that your organization conducts pre-employment and/or employee background screening or is interested in doing so. According to a 2012 Society for Human Resource Management (SHRM) report, 86 percent of companies conduct some type of criminal background check.

Keeping Up with Background Screening

Many ERC members work with our Partner, Corporate Screening (CS) for their background needs. Matt Jaye, National Sales Manager at CS, shared some information about the background screening industry, how to select a provider, and how technology has affected the industry.

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2014 HR Compliance Guide

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We’ve developed an easy guide summarizing what your organization needs to know to stay compliant as it begins the New Year. The guide includes a summary of several regulations that take effect as well as important legal issues on the horizon.

Regulations that Take Effect

Below are several major regulations and initiatives will take effect January of 2014.
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2014 HR Compliance Timeline

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This 2014 HR Compliance Timeline is meant to be a helpful tool in identifying and remembering important dates for HR professionals. You can also download a printable PDF version of this compliance timeline.

Due Date Compliance Requirement
January 1, 2014 Ohio Minimum Wage change takes effect
January 1, 2014 New defined benefit/contribution plan limits take effect
January 1, 2014 Revised limits on health savings accounts (HSA) take effect
January 1, 2014 FSA rule dropping “use it or lose it” requirement takes effect
January 1, 2014 Health plan design requirements take effect under the Affordable Care Act (ACA)
January 1, 2014 Rules regarding outcome-based wellness program incentives under the ACA take effect
January 1, 2014 Rules for applying annual limits and preventative care to defined contribution health care plans take effect
January 1, 2014 Individual health insurance mandate takes effect under the ACA
January 31, 2014 W-2s need to be issued to employees by this date; W-2s need to include cost of employer-sponsored group health care coverage
January 31, 2014 Form 940 due and Federal Unemployment Tax Rate (FUTA) needs to be deposited if owed
February 1, 2014 OSHA 300 Log (Forms 300 & 300A) needs to be posted on February 1st through April 30th
February 10, 2014 Form 940 due if FUTA deposits have been made on time
February 15, 2014 W-4 changes must be made for employees claiming no exemptions last year
July 31, 2014 Form 5500 due for calendar year defined contribution and benefit plans; Form 5500 due by the last day of the 7th month following end of the plan year for non-calendar year plans
September 30, 2014 EE0-1 reporting deadline
VETS-100/100A Form filing deadline
Deadline for distributing Summary Annual Report (SAR) to participants of defined contribution plans
December 1, 2014 Deadline for sending annual 401(k) and (m) safe harbor notice

Note: This chart is subject to change and more filing deadlines may apply for your specific organization than those listed in the chart.

15 Employee Termination Tips for Firing Compliantly

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Firing an employee is one of the most unpleasant tasks you face, not to mention legally risky, and should be navigated with much caution, preparation, and deliberation. Here are 15 tips for effective, compliant, and professional terminations.

15 Employee Termination Tips for Firing Compliantly

1. Terminate in-person.

Always conduct the termination meeting in person and have the decision-maker and another management official present in the meeting as a witness. The decision-maker regarding the termination is usually a manager or executive in the organization.
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Recap: FMLA Straight Talk

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ERC's 2013 "FMLA Straight Talk" program featured presentations from the U.S. Department of Labor Wage and Hour Division, Frantz Ward, and ERC Preferred Partner - CareWorks. The program focused on a case study, and each of the presenters provided their perspective on three ways employers can reduce their Family Medical Leave Act (FMLA) liability based on lessons learned in the case. These lessons include following FMLA requirements, using effective employee relations practices, and properly managing FMLA claims.

1. Following FMLA Requirements

Following FMLA requirements can help prevent an organization from running into compliance issues with FMLA. Joann Moriarty from the U.S. Department of Labor led the program and emphasized the following as aspects that the DOL would look at if this case was brought to their attention - specifically related to the following FMLA requirements.
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2013 HR Compliance Timeline

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Due Date Compliance Requirement
January 1, 2013 New tax provisions in fiscal cliff deal take effect
January 1, 2013 Ohio Minimum Wage change takes effect
January 1, 2013 Social Security and Medicare changes take effect
January 1, 2013 New Fair Credit Reporting Act forms for background checks take effect
January 1, 2013 New Medicare tax under health care reform takes effect
January 1, 2013 New defined benefit/contribution plan limits take effect
January 1, 2013 New limits on employees’ flexible spending accounts (FSA) take effect
January 31, 2013 W-2s need to be issued to employees by this date; W-2s need to include cost of employer-sponsored group health care coverage for employers required to issue 250 or more W-2s
January 31, 2013 Form 940 due and Federal Unemployment Tax Rate (FUTA) needs to be deposited if owed
February 1, 2013 OSHA 300 Log (Forms 300 & 300A) needs to be posted on February 1st through April 30th
February 10, 2013 Form 940 due if FUTA deposits have been made on time
February 15, 2013 W-4 changes must be made for employees claiming no exemptions last year
March 1, 2013 Employers must provide written notice to new-hires and current employees about health insurance exchanges under health care reform law
July 31, 2013 Form 5500 due for calendar year defined contribution and benefit plans; Form 5500 due by the last day of the 7th month following end of the plan year for non-calendar year plans; Insured and self-insured healthcare plans must pay $1 per member (applicable to 2012 plan year) to fund comparative effectiveness research of medical treatments. This payment increases to $2 per member for 2013 plan year.
September 30, 2013 EE0-1 reporting deadline
September 30, 2013 VETS-100/100A Form filing deadline
December 31, 2013 Group health plans must certify that they are compliant with HHS rules on electronic transactions between health providers and health plans.

Note: This chart is subject to change and more filing deadlines may apply for your specific organization than those listed in the chart. By providing you with research information that may be contained in this chart, the Employers Resource Council (ERC) is not providing a qualified legal opinion concerning any particular human resource issue. As such, research information that ERC provides to its members should not be relied upon or considered a substitute for legal advice. The information that we provide is for general employer use and not necessarily for individual application. We also recommend that you consult your legal counsel regarding workplace matters when and if appropriate.