Starting January 22,2017, all employers are required to use the newest version of the Form I9 (expiration date 8/31/2019).  Make sure you have updated your new hire packet to include the newest form.

Click here for the newest form I9

Due to the significant increases in Florida workers' compensation rates in 2017, all employers should see about applicable discounts and credits. According to the experts, here are three primary discounts/credits all employers should check on:

• Drug free workplace (5% credit) - re-sign application annually
• Workplace safety program (2% credit) - same as above, application annually
• Safety dividend - it is a safety dividend (not the 2%), If you are not getting it, ask "why?" At renewal, check the safety dividend return percentage, as they are commonly reduced. 

  Check out more at the Florida Division of Workers' Compensation.

Federal contractors subject to Section 503 of the Rehabilitation Act of 1973 are required to invite applicants for employment and new hires to identify themselves as individuals with disabilities. Covered contractors are also required to periodically survey current employees regarding their status as individuals with disabilities.  All contractors required to use this form must now update their hard copy and electronic versions of the form to include the new expiration date of 1/31/2020.  Deadline of 2/1/2017.  Read more.

 

   Click here for OFCCP's updated Disability Self-Id form.

The EEOC's new Guidance sets out to achieve the following: define what constitutes harassment, examine when a basis for employer liability exists if harassment is proven, and finally, offer suggestions for preventive practices. Here are some suggestions for employers to lessen liability (called Promising Practices). Read more.

• Written anti-harassment policy, communicated to employees (easy to understand)
• Harassment complaint system, including multiple (if possible) ways to complain
• Encourage reporting, prohibit retaliation and maintain confidentiality to the fullest
• Trained, neutral personnel to handle complaints
• Regular, interactive and comprehensive training for all employees, and separate training for supervisors and managers
• EEOC suggests that employers consider workplace civility and bystander intervention training

Read the EEOC's proposed Harassment Guidance

A recent case involving Florida Atlantic University shows that some accommodation requests are so "unreasonable" that an employer may skip the normal interactive accommodation discussion normally mandated by the Americans with Disabilities Act (ADA). An employee that requested that her supervisor stop having "hostile confrontations" with her and instead provide her with "calm, non-confrontational treatment" was ignored by the University and a federal judge concluded that this did not violate the ADA. Ending supervisory criticism is not reasonable.  Read more.

What to improve employee performance? Interested in developing employee accountability and closely aligning employee actions to your company objectives? Job descriptions can be a great tool to focus employees on needed actions, key results and the needed skills and competencies for success.

Contact Consultstu LLC for assistance