Businesses have been submitting information on the Employer Information Report, or EEO-1, for years. However, in September of 2016, the EEOC announced that employers would be required to begin submitting pay data on the EEO-1. This is a big change in the reporting process for companies.
As recently covered in our client webinar, effective January 22, 2017, employers must use the updated version of the Employment Eligibility Verification Form I-9 for all new hires and for re-verifying current employees with expiring employment authorization documents. All employers are required to complete a Form I-9 for every employee hired to verify the individuals identify and that they are authorized to work in the United States under the Immigration Reform and Control Act of 1986 (IRCA). Again, this form is for new hires only and you do not need to have current employees to complete a new form.
With a change in parties and philosophies in the White House as well as shifts in the legislative branches, employers and HR professionals are rightfully wondering what the impact will be on their employment practices, current legislation and bottom line in 2017 and beyond. The steady preparations that many businesses had been advancing in anticipation of new requirement roll-outs and expected actions now have them asking themselves “how much are things going to change” and “what do we focus on now?”
Discipline, Drug & Alcohol Testing, and Incentives
In our recent post on Clearing Up OSHA’s Reporting and Retaliation Rule Updates, we examined OSHA’s strengthened standard (Standard Number 1904.35) for requiring reasonable reporting procedures for occupational injuries and illnesses and prohibiting retaliation against employees who report them. In addition to understanding the intent and interpretation of this standard, it’s important for employers to know what kinds of facts OSHA considers when determining whether a violation has occurred.
Two new, and soon-to-be-in-effect OSHA provisions focused on the recording and reporting of occupational injuries and illnesses, have caused confusion for a number of employers. Published as part of OSHA’s May 2016 final rule update, these two provisions 1) make explicit the longstanding requirement for employers to have a reasonable procedure for employees to report work-related injuries and illnesses, and 2) incorporate explicitly the existing prohibition on retaliating against employees for reporting work-related injuries or illnesses.