News from Ollis/Akers/Arney Human Resources Consulting

Form I-9 Considerations for Summer Employees

Each summer, an influx of individuals join the workforce. Summer employment offers younger workers an opportunity to gain real-life job experience; for others, such as teachers and retirees, seasonal positions give them the chance to earn extra income. In some industries, the summer months can be the busiest and most profitable of the year.

Complying with Form I-9 requirements can be challenging, especially when it comes to summer employees. For example, employers must know when to complete a new form for returning hires and be prepared to address situations where minor employees do not have identity documents. Form I-9 errors can subject employers to expensive violations, fines and penalties. Additionally, the federal government has increased its Form I-9 enforcement efforts in recent years, making compliance especially critical. By reviewing Form I-9 requirements for summer hires, employers can strengthen their operations and reduce their potential legal risks.

Read more HERE

Updating I-9's by August 30

On May 4, 2023, the U.S. Department of Homeland Security (DHS) and the U.S. Immigration and Customs Enforcement (ICE) announced that employers have until Aug. 30, 2023, to complete physical inspection of identity and employment eligibility documents for any employee whose Employment Eligibility Verification form (Form I-9) was completed virtually according to the temporary flexibilities extended during the COVID-19 pandemic.

While the COVID-19 flexibility provisions will end on July 31, 2023, the announcement from the DHS and ICE clarifies that employers have until Aug. 30, 2023, to perform all required physical examinations of identity and employment eligibility documents.

This means employers now have less than three months to complete physical examinations of employee documents and update all virtually completed Forms I-9 to comply with federal requirements.

This article provides an overview of Form I-9 and COVID-19 flexibility provisions and offers strategies to help employers prepare to update any Forms I-9 completed remotely.

Learn more HERE

Read Husch Blackwell

article HERE

Lifetime Employment-Related

Costs for Women

Many women spend significant time providing essential care to children and adults with care needs. These caregiving activities often impose substantial economic costs on caregivers.

Many caregivers must curtail their employment or stop work altogether to accommodate their care responsibilities. Declines in work hours reduce their earnings while they provide care and thus limit the subsequent retirement income they receive from Social Security and employment-based retirement plans, which depends on past earnings. Reduced employment can also slow caregivers’ wage growth, especially for those who take lower-paying jobs or miss out on promotions because of their caregiving obligations. Thus, the economic cost of family care can persist long after caregiving activities end.

In this report, the Department of Labor uses dynamic microsimulation techniques to project the lifetime employment-related costs of providing unpaid family care by women born between 1981 and 1985 who ever have biological children or stepchildren.

Review Key Findings

More DOL resources HERE

EEOC Prioritizes Sexual Harassment,

Pay Discrimination and AI

The U.S. Equal Employment Opportunity Commission (EEOC) released its proposed

Strategic Enforcement Plan (SEP) for fiscal years 2023 to 2027. This plan was developed by the agency’s leadership and program offices and with information obtained through public listening sessions. The EEOC invited the public to comment on its draft SEP by Feb. 9, 2023, and it’s currently finalizing the plan based on comments it received. Once finalized, the SEP will establish the EEOC’s enforcement priorities as it works to prevent and remedy discrimination in the workplace.

According to the SEP, the EEOC is prioritizing the following subject matters:

Eliminating barriers in recruitment and hiring
Protecting vulnerable workers and persons in underserved communities from employment discrimination
Addressing selected emerging and developing issues
Advancing equal pay for all workers
Preserving access to the legal system
Preventing and remedying systemic discrimination

The draft SEP states the EEOC intends to identify and address discriminatory factors leading to illegal pay disparities by targeting relevant geographic areas and industries. The agency’s plan also addresses the use of artificial intelligence in the workplace to ensure these tools do not discriminate against protected groups.

More information can be found HERE

The U.S. Department of Labor is committed to using its diverse expertise, programs, policies, partnerships, platforms and authority to advance mental health and wellness in the workforce. Acting Secretary Julie Su describes the launch of the Department of Labor's Mental Health at Work initiative, and workers and employers share the importance of addressing mental health in the workplace.

*If you or someone you know is in crisis, text or call 988

for 24/7, free and confidential support.

Learn more at www.dol.gov/mentalhealth

UPCOMING TRAINING

Navigating the HR Jungle - HR Current Legal Issues

Tuesday - August 1, 2023

Join us for a full day training on basic HR regulations and best practices covering areas such as sexual harassment, coaching and counseling, progressive disciplinary action, performance management and involuntary terminations.

Contact our HR Consulting team for more information by clicking HERE.