Paid Parental Leave: Policy, Politics, and Parenting

Share on LinkedIn Share on Facebook Share on Twitter Share on Google Plus Share this Page

Paid Parental Leave: Policy, Politics, and Parenting

Although the chances of this Congress successfully passing a bill on paid parental leave are tepid at best (even among supporters of such a measure), one thing is clear, awareness is building on the topic—from the State of the Union address to its own twitter handle #LeadOnLeave.

A mention in the Statue of the Union is usually a sure-fire way to simultaneously be thrust into the national spotlight as well as get written off as political posturing. Even if Washington is a standstill, the media coverage around the U.S.’s lack of parental leave over the past year has placed this issue in a whole new framework—one that just might persuade the American public and business owners alike to take a second look.
Read this article...

Free Community College: What's all the Buzz?

Share on LinkedIn Share on Facebook Share on Twitter Share on Google Plus Share this Page

Free-Community-College-Whats-all-the-Buzz

The average American is carrying around $27,000 in student-load debt in 2015. American's are either not going to school for the first time or not furthering their education because they can't afford it or don't want the debt.

In the January 2015 State of the Union Address, President Obama introduced many proposals, but one in particular stood out in the education field: Free community college tuition for everyone.
Read this article...

What is the HIPAA Privacy Rule? An Overview

Share on LinkedIn Share on Facebook Share on Twitter Share on Google Plus Share this Page

What is the HIPAA Privacy Rule? An Overview

According to the U.S. Department of Health and Human Services, the HIPAA Privacy Rule "establishes national standards to protect individuals’ medical records and other personal health information and applies to health plans, health care clearinghouses, and those health care providers that conduct certain health care transactions electronically."

HIPAA stands for the Health Insurance Portability and Accountability Act of 1996. Title I of the Act protects health insurance coverage for workers and their families when they change or lose their jobs. Title II of the Act requires the establishment of national standards for electronic health care transactions and national identifiers for providers, health insurance plans, and employers.

Under Title II, the Privacy Rule, also known as The Standards for Privacy of Individually Identifiable Health Information, establishes a set of national standards for the protection of certain health information.
Read this article...

What Employers Need to Know About the Hobby Lobby Decision

Share on LinkedIn Share on Facebook Share on Twitter Share on Google Plus Share this Page

What Employers Need to Know About the Hobby Lobby Decision

The U.S. Supreme Court closed out its 2014 term dramatic fashion as it handed down a 5-4 decision in favor of Hobby Lobby in the controversial Burwell v. Hobby Lobby Stores case.

The ruling set off a barrage of strongly worded articles, blog posts and comments, including the Court’s own majority and dissenting opinions. Given the politically and morally charged nature of the case that hit on topics including the Affordable Care Act (ACA), religious freedom, women’s health, contraception, and separation of church & state just to name a few, the resulting controversy was virtually inevitable.
Read this article...

Guide to Identifying and Dealing with Workplace Harassment

Share on LinkedIn Share on Facebook Share on Twitter Share on Google Plus Share this Page

what is considered workplace harassment Guide to Identifying and Dealing with Workplace Harassment

Harassment is a form of discrimination protected under Title VII of the Civil Rights Act of 1964. For employers, harassment which is protected under law is defined as any unwelcome verbal or physical conduct based on race, color, religion, sex, national origin, age, disability, sexual orientation, or retaliation (such as retaliating against an individual for filing a harassment complaint or participating in an investigation) that occurs in the workplace.

Specifically, verbal or physical behavior is considered harassment when:
Read this article...

Keeping Background Checks Legal Under EEOC Guidance

Share on LinkedIn Share on Facebook Share on Twitter Share on Google Plus Share this Page

eeoc background checks Keeping Background Checks Legal Under EEOC Guidance

The EEOC (Equal Employment Opportunity Commission) and the FTC (Federal Trade Commission) published a joint publication on employment background checks in 2014. The guide explains the rights and responsibilities of employers in addition to those of applicants.

The publication addresses three different phases of background checks—before getting the background information, using background information, and disposing of background information.
Read this article...

An Introduction to Background Screening Program Assessments

Share on LinkedIn Share on Facebook Share on Twitter Share on Google Plus Share this Page

When working with a background screening company, it's important to understand the measurement programs they are utilizing, and making sure they are up to industry standards, best practices and legal compliance. In February 2014, we sat down with Greg Dubecky, President of Corporate Screening and one of ERC’s preferred partners, to discuss background screening checks and he shared some information that organizations may not have been aware of.

What are the core components of a Screening Program Assessment (SPA)?

“The core components of our background screening program assessment is education and value,” says Dubecky. “It’s introducing employers to the background screening service and the value that comes with it.”

SPAs not only help make a company’s experience a lot more efficient, it also helps employers understand how to apply industry best practices and how to better comply with background screening laws and regulations.

“The core components of SPA is really to allow employers to understand how they can better apply industry best practices, comply with laws that govern background screening regulations, and how they have the ability to make their program more efficient,” says Dubecky.  

What makes Corporate Screenings’ Screening Program Assessment unique? 

Corporate Screening really takes a deep dive into the screening program process. This is done through surveys and reviewing information of a company’s policy on background screening.

“Then we put all of that information together to create a gap analysis. After that, we identify where that company’s program can improve,” says Dubecky.

How much does a SPA cost?

According to Dubecky, the cost of a SPA depends on the size of the organization.

“Corporate Screening services organizations from small mom and pop shops to enterprise level organizations,” says Dubecky. “Customers who have signed up for SPA do not pay anything for it because that’s part of the service. However, organizations that don’t want to use Corporate Screening services as their screening vendor, but want the screening program assessment, will pay a fee.

Dubecky stresses that the fee is so minuscule compared to the amount of money that organizations will save as a result of being a more efficient shop. Also, they can expect to be fined for an improperly prepared or designed background screening program.

Why is a SPA important?

A screening program assessment is important for an employer because a properly designed program will help that employer:

  • Eliminate risk due to non-compliance
  • Streamline their candidate pipeline
  • Create a process that helps mold with their HR work flows
  • Maintain their strong reputation in their organization
  • Reduce overall background screening spending

Get more articles like this one delivered to your inbox.

Join the thousands who receive ERC's weekly newsletter to stay current on topics including HR news, training your employees, building a great workplace, and more.

Subscribe Now

Companies may face legal scrutiny when it comes to unpaid internships

Share on LinkedIn Share on Facebook Share on Twitter Share on Google Plus Share this Page

With companies gearing up to start their search for summer interns, they may want to think twice about making it an unpaid internship versus a paid one.

What has happened in the past?

Over the past few years, unpaid internship practices have experienced more legal scrutiny in terms of wages and hour lawsuits. Some of the most recognizable corporations have experiences lawsuits last year, including Warner Music group, Atlantic Recordings, Fox Entertainment group, NBC Universal, Viacom, Sony, and Universal Music Group.
Read this article...

DOL Proposes to Revise FMLA Definition of "Spouse"

Share on LinkedIn Share on Facebook Share on Twitter Share on Google Plus Share this Page

By March 2014 the Wage and Hour Division at the Department of Labor (DOL) will issue a proposal to revise the Family and Medical Leave Act (FMLA) definition of “spouse” based on the Supreme Court’s decision in United States v. Windsor, the agency promised in its Nov. 26, 2013, regulatory guidance.

In Windsor, the Supreme Court ruled that Section 3 of the Defense of Marriage Act (DOMA), which defined “marriage” and “spouse,” was unconstitutional. The court said: “The principal purpose and the necessary effect of this law are to demean those persons who are in a lawful same-sex marriage. This requires the court to hold, as it now does, that DOMA is unconstitutional as a deprivation of the liberty of the person protected by the Fifth Amendment of the Constitution.”

Windsor does not obligate states to recognize same-sex marriages performed in other states, which can be confusing for employers. “It is possible—and preferable from my perspective—that the DOL do away with this confusion and implement a ‘place of celebration’ rule, which would mean the DOL no longer looks to state of residence but to whether the same-sex marriage was valid where performed. This would be a big departure from the current regulations but resolve the challenges employers face in implementing constantly changing state recognition rules.”

Workers’ Compensation Claims: Strategies for Optimal Outcomes

Share on LinkedIn Share on Facebook Share on Twitter Share on Google Plus Share this Page

Workers’ Compensation Claims: Strategies for Optimal Outcomes

By utilizing workers’ compensation best practices employers can achieve a higher level of control over their workplace injuries, which can result in reduced severity and claim costs and better outcomes.

Early Reporting & Transitional Work

Early claim reporting is a crucial first step in controlling costs.  Numerous national studies have shown the longer it takes for a claim to reported, the costlier the claim.  That’s why it’s important to work with an Ohio Managed Care Organization (MCO) that has efficient options for reporting new workers’ compensation claims.  These can include fax, telephone, online or email reporting.
Read this article...