Due to the unlimited quantities of personal information on the internet, some employers are using "people search" services instead of traditional background screening companies.to screen new hires.  If you do, make sure you are still following the standards contained in the Fair Credit Reporting Act.  In 2016, the   U.S. Supreme Court ruled that....

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Recently, Associated Industries of Florida released its fix for rising workers' compensation rates.  The draft bill stipulates that "a claimant is responsible for payment of her or his own attorney fees" for litigation arising from a claim.  "A judge of compensation claims may not award attorney fees payable by any carrier or employer," the draft says. Compensation judges would have power to approve such fee agreements "as consistent with the Florida Bar's rules of professional conduct."  Additionally, "if any party should prevail in any proceedings before a judge or compensation claims or court, there shall be taxed against the non-prevailing party the reasonable costs of such proceedings, not to include attorney fees." Read more about AIF's Florida Workers' Comp Strategic Task Force.

One of the most troubling issues faced by human resource professionals is how to address an employee with a disability that impacts their ability to report for work.  A good example is an employee who suffers from episodes of depression that affect the employee's ability to come to work. It is almost impossible to challenge that type of condition as not being a disability so the employer needs to figure out how to accommodate the employee without creating a workplace morale problem.  Read more.

On January 22, 2017, the USCIS released an updated Form I-9 Handbook for Employers  (M-274) and posted it on its website.  The updated manual provides updated guidance on the new Form I9 (updated November 2016). It offers valuable information to employers on completing and retaining the Form I-9.  Every employer should download and review the new Handbook. Click here to access the updated handbook and read our Blog Post.

The OSHA general recordability criteria are listed in Section 1904.7 of the Code of Federal Regulations (CFR), and every non-exempted employer should carefully review the criteria so that the requirements are followed, but that injuries are not over reported. Over-reporting employee injuries will create a higher injury rate and may lead to an OSHA inspection or the loss of contracting opportunities because municipalities and large companies often consider injury rates when awarding construction contracts. Test your knowledge on twelve (12) injury scenarios and whether the injury is recordable.

No. According to  Florida Statute 532.04, "n o employer or payor of wages or salary shall terminate the employment of any employee or payee solely for refusing to authorize such direct deposit of wages or salary."  An employee or payee of wages or salary may bring a civil action against any person violating this law, and it authorizes the award of a reasonable sum as fees for the employee's or payee's attorney prosecuting the suit.