The U.S. Citizenship and Immigration Services (USCIS) announced on August 27, 2009, that the federal Office of Management and Budget has approved an extension of the current Form I-9 to August 31, 2012. As a result, the USCIS has amended the Form I-9 to reflect to reflect an updated revision date of August 7, 2009. This revision date appears in the lower right hand corner of the form.
The Equal Employment Opportunity Commission has revised its “Equal Employment Opportunity is the Law” poster. This new version reflects current federal employment discrimination law (including the Americans with Disabilities Act Amendments Act of 2008). The poster was revised to add information about the Genetic Information Nondiscrimination Act of 2008, which is effective November 21, 2009. The revised poster also includes updates from the Department of Labor.
On October 28, 2009, President Obama signed into law the Fiscal Year 2010 National Defense Authorization Act (H.R. 2647). The new law includes an expansion of the recently-enacted exigency and caregiver leave provisions for military families under the Family and Medical Leave Act of 1993 (FMLA).
Labor and employment disputes represent the top litigation threat to the majority of U.S. corporations, so it’s no wonder that a major fear for business leaders is the fear of employee lawsuits. Consider these facts:
Employee lawsuits have risen 400% in the past 20 years to the current level of 6.5 claims per 1,000 employees annually.
The most common targets for discrimination claims are private employers with between 15 and 100 employees.
Plaintiffs are more likely to win 63% of employment lawsuits that go to trial.
Discrimination claims filed with the Equal Employment Opportunity Commission (EEOC) hit an all-time high in 2008.
Every company has rising stars - the select groups of employees with the potential to one day lead the company - and most realize that these “high-potential employees” are critical to their future success. The challenge for managers lies in motivating, retaining and ultimately developing these high potentials into leadership positions. Here are some ways for you to address this challenge:
Like most managers, you’re probably inundated with mailings from companies offering the latest labor law postings for a fee. But you don’t need to pay for most forms and posters that you’re required to display in your workplace.
Business leaders and managers should be developing a strategy about how they will lead and retain employees who are impacted by the economic changes of the past year. Following are tips for managing in this “new economy”:
Once the headlines of the latest hurricane, tsunami, or terrorist act die down, so too does our focus on emergency preparedness. The aftermath of these kinds of events can leave individuals and companies scrambling to rebuild lives and businesses. Here’s what should be included in your disaster plan:
Facing the expected retirement of millions of baby boomers and a smaller pool of Generation X employees to replace them, managers will need the help of another group of professionals: Generation Y. Also known as Millennials, this group consists of more than 80 million individuals born approximately between 1979 and 1999. Millennials are the workforce of tomorrow, and according to a survey conducted by Robert Half International with CareerBuilder.com, hiring managers consider this generation the hardest to recruit and retain.