NYS Training Deadline, Record High Quit Rate, and More
Less Than a Month Left Until New York State Anti-Harassment Training Deadline
By October 9, 2019, all New York State employers, regardless of size, are required to provide Sexual Harassment Prevention & Awareness Training to their employees.
JD Supra further qualifies this requirement, noting “the training must be interactive, provided annually in the language spoken by employees, and counted as regular work hours”.
Employers operating in states outside of New York but with employees travelling to the state for business purposes will also need to provide this training to those employees performing work physically inside New York state lines.
For more information about this training requirement, please click here.
DOL Reports July Quit Rate at Record High
The Department of Labor’s Bureau of Labor Statistics has reported that 3.6 million workers left their jobs in July, which is a record high. This represents a 2.6 percent quit rate increase among private-sector employees.
Human Resources Executive Online notes that even though economists have started to point to signs of a weakening economy, job openings remain at high levels, driving continued worker confidence in the strong job market.
To view the whole article and report details, please click here.
EEOC Still to Require Component 2 Reporting Data by September 30th, But Plans to Roll Back Requirement After This Year
The Equal Employment Opportunity Commission (EEOC) has announced that after this year it will not require qualifying businesses to submit Component 2 pay data, citing their need for pay information was far outweighed by the employer burden of supplying the data.
The Society for Human Resources Management (SHRM) reminds those employers with more than 100 employees (and federal contractors with more than 50 employees) that they are still required to provide Component 2 data for 2017 and 2018 by September 30th.
For more information, please click here.
$1.6M Awarded in Harassment Claim Due to Employer Non-Action
Experts are urging employers to take notice after $1.6M in damages was awarded to an employee in California after her employer took no steps to address a racial harassment claim.
JD Supra reminds employers that inaction will not be tolerated by the courts and also cautions businesses that simply having an anti-harassment policy isn’t enough. These experts further urge organizations to provide anti-harassment training to employees at all levels, stating that “non-supervisory employees have the power to do as much damage as management” to a workplace culture.
For more information, please click here.
I-9 Audit Surge Confirmed by ICE
Immigration and Customs Enforcement (ICE) has announced that it served thousands of Notices of Inspection last month to businesses across the nation.
Experts urge employers to prepare for a government I-9 audit now, as penalties for non-compliance can exceed $1,800 per form.
Experts further warn employers that the surge in ICE raids and enforcement can be expected to continue.
New Jersey Passes Anti-Wage Theft Law
New Jersey has passed some of the strongest anti-wage theft laws in the country, with most changes taking effect immediately.
Failure to adhere to these updated wage theft laws will result in substantial fines, imprisonment, or both, and escalate with each subsequent offense.
For more information about this new legislation, please click here.
IRS Releases Individual Coverage Health Reimbursement Arrangements
Effective January 1, 2020, employers who do not offer group medical coverage will be able to fund “a new kind of health reimbursement arrangement” (HRA), which will be known as an individual coverage HRA (ICHRA).
The Society for Human Resource Management (SHRM) reports that “using an individual coverage HRA, employers will be able to provide their workers and their workers’ families with tax-preferred funds pay all or a portion of the cost of coverage that workers purchase on the individual market”.
SHRM further notes that businesses of all sizes are permitted to offer traditional group-health plans or ICHRAs, “but may not offer employees a choice between the two”.
For access to the full article, please click here.