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CHECK AGAIN: Are You Using the Correct Form I-9?

What You Need to Know About the New Form I-9
By:
Caty DeLone, HR Consultant

The United States Citizenship and Immigration Services (USCIS) has released a new version of the Form I-9 that must be in use by all U.S. employers by September 18, 2017. It is important to note that this is the second version of the form to be released in less than 12 months. Although the changes to the form are subtle, it is important to familiarize yourself with them and ensure that you are utilizing the proper version of the form by the required date.

What Has Changed?

  • An update to the List of Acceptable Documents was made to now include as part of List C, the Department of State’s Form FS-240 Consular Report of Birth Abroad.
  • Changes have been made to the language within the instructions that describe when the Form I-9 must be completed.
  • The Office of Special Counsel for Immigration-Related Unfair Employment Practices (OSC) has now been changed to the Immigrant and Employee Rights Section (IER) in the Department of Justice’s Civil Rights Division.
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New Nevada Pregnant Workers’ Fairness Act

Are You in Compliance with the New Nevada Pregnant Workers’ Fairness Act?
By: Melissa Marsh, M
A, SPHR, SHRM-SCP

Did you know that Nevada employers have a new legal obligation to pregnant employees? On June 2, 2017, the Nevada Pregnant Workers’ Fairness Act (SB 253) was adopted and it applies to employers with 15 or more employees. Notice requirements under this bill went into effect on June 2, 2017, and the remainder of the Act becomes effective on October 1, 2017.

The Act requires that employers must give certain notices to all employees and additional notices to pregnant employees within a specific timeline of learning about the pregnancy.

According to labor attorney, Molly Malone Rezac with Ogletree, Deakins, Nash, Smoak & Stewart, P.C.:

there are three specific times when notice must be provided:

  1. The employer shall post the notice in a conspicuous place at the place of business of the employer that is located in an area accessible to employees.
  2. The employer shall provide the notice to all new employees.
  3. The employer shall provide the notice (again) to an employee, within 10 days after the employee notifies their immediate supervisor that they are pregnant.
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Working with an HR Consultant Can Be Cost Effective

HR Consultants: A Cost-Effective Option for Small Businesses
By: Melissa Marsh, MA, SPHR, SHRM-SCP

What does HR mean to you?

As a small business owner or operator, Human Resources or HR, probably equates with finding employees as quickly as possible and getting them on task right away.

What about after employees are hired?

Then, HR means dealing with small issues that pop up—and, then, turning to the Internet to educate yourself on tricky situations and hoping for the best.

It doesn’t have to be that way.

Is it possible to use an HR consulting company in a cost-effective way?

HRinDemand is constantly searching for and implementing easy-to-use tools for our clients. For instance, small businesses don’t need a large, full-blown Employee Handbook. HRinDemand offers an Employee Rulebook for those employers with less than 10 employees—and it is half the cost of a full employee handbook. This way, small businesses can comply with pertinent regulations and appear professional, knowledgeable and organized from the first day a new employee starts work.

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The FLSA rule is “blocked”…now what?

Right before the effective date of December 1, 2016, the Department of Labor’s final rule updating overtime regulations, was blocked by a Federal Judge in Texas. The Final Rule makes significant changes to salary threshold requirements; according to the Department of Labor (DOL) website:

“The Final Rule focuses primarily on updating the salary and compensation levels needed for Executive, Administrative and Professional workers to be exempt. Specifically, the Final Rule:

  1. Sets the standard salary level at the 40th percentile of earnings of full-time salaried workers in the lowest-wage Census Region, currently the South ($913 per week; $47,476 annually for a full-year worker);
  2. Sets the total annual compensation requirement for highly compensated employees (HCE) subject to a minimal duties test to the annual equivalent of the 90th percentile of full-time salaried workers nationally ($134,004); and
  3. Establishes a mechanism for automatically updating the salary and compensation levels every three years to maintain the levels at the above percentiles and to ensure that they continue to provide useful and effective tests for exemption.”
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EMPLOYER ALERT: New Form I-9 Required

graphic of new I-9 formEmployers Can Download New Form I-9 Now

The office of U.S. Citizenship and Immigration Services released a revised version of the Employment Eligibility Verification document (Form I-9) on November 14, 2016.

Employers may use the existing document through January 21, 2017. The new form may also be used right away.

(NOTE: The existing document has a revision date of 03/08/2013 N and expiration date of 3/31/2016)

Visit the I-9 Central website to:

  • Download the new form
  • Learn more about Form I-9
  • Attend an on-demand webinar that reviews the form and best practices
  • Read instructions for completing the form
  • Download the Handbook for Employers
  • Get the desktop widget to access a “fillable” form online
  • Learn more about E-Verify – the online option for verification
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