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Fall Workshop 2017
We Have Employees.
Now What Do We Do With Them?
Save the Date!
October 6th, 2017
8 a.m. to 12:15 p.m.
This workshop is intended for anyone tasked with supervising employees, developing performance management systems, or in a leadership role. We hope you'll join us.
- Current Legal Issues and Updates
- Irrefutable Laws of Leadership
- Employee Engagement Tips
- Strategies for Encouraging Diversity and Inclusion
- Coaching and Counseling for Success
- Must have policies for today's workplace
Speakers: Jennifer Mueller, Don Harkey, Larry Stock, Rhonda Braker, Candida Arvizu, Domingo Arvizu, and Lynette Weatherford.
Limited seating available. For more information click here.
White House Suspends Pay-Data Reporting on Revised EEO-1 Report
The White House Office of Management and Budget (OMB) plans to stay the effective date of the pay-data collection provisions of the revised EEO-1 form in order to review the appropriateness of the revisions under the Paperwork Reduction Act (PRA).
The revised EEO-1 form would have gone into effect March 31, 2018, and would have required employers with 100 or more employees to report W-2 wage information and total hours worked for all employees by race, ethnicity and sex within 12 proposed pay bands.
"Existing EEO-1 obligations have not changed, but employers will not need to report on wages or hours worked," said Nancy Hammer, senior government affairs policy counsel for the Society for Human Resource Management (SHRM). "We expect that EEOC will take further actions on this issue."
to read more.
EEO-1: Who Must File
Standard Form 100 (EEO-1) must be filed by --
All private employers who are:
subject to Title VII of the Civil Rights Act of 1964 (as
amended by the Equal Employment Opportunity Act of 1972) with 100 or more employees EXCLUDING State and local governments, primary and secondary school systems, institutions of higher education, Indian tribes and tax-exempt private membership clubs other than labor organizations;
- subject to Title VII who have fewer than 100 employees if the company is owned or affiliated with another company, or there is centralized ownership, control or management (such as central control of personnel policies and labor relations) so that the group legally constitutes a single enterprise, and the entire enterprise employs a total of 100 or more employees.
All federal contractors (private employers), who:
- are not exempt as provided for by 41 CFR 60-1.5,
have 50 or more employees, and
- are prime contractors or first-tier subcontractors, and have a contract, subcontract, or purchase order amounting to $50,000 or more; or
- serve as a depository of Government funds in any amount, or
- is a financial institution which is an issuing and paying agent for U.S. Savings Bonds and Notes.
For more information about the EEO-1 Survey,
Halloween Costume Policies at Work
More then half of those who responded to an informal poll on SHRM's Twitter account say that Halloween costumes are OK -- within reason -- in their workplace.
The spooky October holida
y allows some employees to take a break from normal business attire, but can also create a few headaches for human resources professionals.