Dear Clients and Friends:
As each of us tackles the challenges of this economy, we know one thing for sure...change can be good. It makes us look closely at our efficiencies - reviewing our policies, practices and processes, evaluating the effectiveness of our staff, etc. We tend to take the time to see if we’re doing everything we can to build a strong and prosperous business, not just survive.
I’m grateful for each of you and pray for your businesses frequently. May we all “weather the storm” well, coming out of it more proficient and productive, and may the challenges make us better leaders.
Have a great month!
~ Terri Olson Spreen
The U.S. Citizen and Immigration Services (USCIS) has a revised I-9 form for use starting April 3, 2009. You will need to use your current form until that date. Watch for an update from us on or after April 3rd, informing you that the new form has taken effect.
There is a Spanish version available as well. It may be filled out by employers and employees in Puerto Rico ONLY. Spanish-speaking employers and employees in the 50 states and other U.S. territories may print the form for their reference, but may only complete the form in English to meet employment eligibility verification requirements.
You will use this revised form for future employees; there is no need for existing employees to complete the new document.
On January 29, 2009, President Obama signed a bill into law (the Lilly Ledbetter Fair Pay Act) that overturned a U.S. Supreme Court decision that a person could not sue for pay discrimination that is not reported within the required 180 days. The plaintiff had argued that discrimination occurred - and the clock restarted - every time she received a paycheck for compensation that was less than her male peers. The justices disagreed.
However, in response to the widespread criticism of the ruling, the House passed the new Act, which states that discrimination would be deemed to occur every time a new paycheck is delivered, even if it is years after the decision that gave rise to it.
The Ledbetter Act is complex and retroactive to May 28, 2007, (the day before the U.S. Supreme Court ruled against Ledbetter in her lawsuit). That means that it applies to all such pay discrimination charges that were pending on or after that date.
If you think you may have issues with male employees being paid more for the same job than their female counterparts, we recommend that you give us a call as soon as possible!
Have you updated your Employee Handbook and employment postings to communicate the new provisions for military family leave? Here are the two new qualifying events which entitle an eligible employee to FMLA:
- Eligible employees with a spouse, son, daughter or parent on active duty or call-to-active duty status in the National Guard or Reserves in support of a contingency operation may use their 12-week leave entitlement to address certain qualifying exigencies. Qualifying exigencies may include attending certain military events, arranging for alternative childcare, addressing certain financial and legal arrangements, attending certain counseling sessions and attending post-deployment reintegration briefings.
- FMLA also includes a special leave entitlement that permits eligible employees to take up to 26 weeks of leave to care for a covered servicemember during a single 12-month period. A covered servicemember is a current member of the Armed Forces, including a member of the National Guard or Reserves, who has a serious injury or illness incurred in the line of duty on active duty that may render the servicemember medically unfit to perform his or her duties for which the servicemember is undergoing medical treatment, recuperation, or therapy; or is in outpatient status; or is on the temporary disability retired list.
Do you need you handbook or posters updated? Give us a call…
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