The U.S. Equal Employment Opportunity Commission (EEOC) 2018 EEO-1 Survey opened on March 18, 2019. The EEOC Office of Enterprise Data and Analytics’ (OEDA) Employer Data Team has updated the annual notification letters to aid employers with their filing obligations. Beginning with the 2018 EEO-1 Survey, the notification letter will identify both a company number and temporary password for accessing the EEO-1 application. For enhanced security purposes, employers will be required to change their passwords immediately after successfully accessing the application.
The Employer Information EEO-1 report (Standard Form 100) is collected annually under the authority of Title VII of the Civil Rights Act of 1964, 42 U.S.C. 2000e, et. seq., as amended. Private employers with 100 or more employees are required to submit the EEO-1 report annually. Federal contractors with 50 or more employees AND a federal contract, subcontract, or purchase order amounting to $50,000 or more are also required to submit the EEO-1 report annually.
The 2018 EEO-1 Survey will close on Friday, May 31, 2019. All reports are required to be submitted and certified by that date. Please note that the employment data used for the 2018 EEO-1 survey must be selected from one pay period in the fourth quarter of calendar year 2018 (i.e., October, November or December 2018).
Did you know? The White House wants to cut the U.S. Department of Labor’s budget by 10%. President Trump’s budget request seeks $10.9 billion for DOL activities in fiscal year 2020, about $1.9 less than FY 2019.
However, a handful of DOL functions would see budget increases.
- $558 million for the Occupational Safety and Health Administration represents a slight increase
- $233 million for the Wage and Hour Division to enforce minimum standards for wages and working conditions in U.S. workplaces
- $3.6 million increase over FY 2019
- $194 million for the Employee Benefits Security Administration
On March 7, 2019 the Department of Labor announced a proposed rule that would make more than a million more American workers eligible for overtime.
Under currently enforced law, employees with a salary below $455 per week ($23,660 annually) must be paid overtime if they work more than 40 hours per week. Workers making at least this salary level may be eligible for overtime based on their job duties. This salary level was set in 2004.
This proposal would boost the proposed standard salary level to $679 per week (equivalent to $35,308 per year). Above this salary level, eligibility for overtime varies based on job duties.
More details as this develops
If you’ve tried to use E-Verify, you probably have found it to be unusable due to the government shut down. This is the notice on their website. https://www.e-verify.gov/
Another year and another round of supervisory training.
You would think that after many years of offering similar programs, training, and workshops that we would change our format but some things never change. The fundamentals of HR are extremely important and we want to equip both HR professionals and supervisors.
- In 2018 we were asked to resolve:
- 5 – EEOC charges – termination, alleged harassment, age and race discrimination
- 1 – OFCCP audit – applicants, hires, terms, promotions, transfers
- Countless unemployment hearings where we had to justify employment actions
- 1 deposition involving an EEOC charge
In each of these cases, had the supervisor been equipped with “essential knowledge” and solid “HR” practices, we may have been able to reduce or eliminate many of these situations.
On January 17, 2019, we are offering our “Survival Guide for Supervisors” workshop starting at 9:00am – 11:30am.
All of our 2019 workshops will be held at the Champions Run Country Club located at 13800 Eagle Run Drive, Omaha, NE 68164.
All 11 workshops offered this year are approved for continuing education credits through SHRM.
The cost is $89.00/person and this includes materials and refreshments.
To enroll, simply go to: https://www.hrsincorporated.com/events/
The Most Common Mistakes when writing a handbook.
1. Using form handbooks, which usually have many provisions that have nothing to do with your company.
2. Blending policies and procedures, which confuses employees.
3. Including a probationary period, implying that anyone who stays with the company 90 days is then a permanent employee. Never use “probation language”
4. Being too specific in descriptions and lists, especially those involving discipline.
5. Not being consistent with other company documents.
6. Not adapting your handbook for each state’s laws.
7. Failing to update the manual frequently for changing laws.
8. Being unrealistic about what your employees or supervisors understand. Keep it simple and direct.
Did you know these states are having minimum wage rate changes in 2019?
- Alaska $9.89
- Arizona $11.00
- Arkansas $9.25
- California $11.00/$12.00 (for employers of 26 or more)
- Colorado $11.10
- Delaware $8.75 on Jan. 1, $9.25 on Oct. 1,
- D.C. $14.00
- Florida $8.46
- Maine $11.00
- Massachusetts $12.00
- Michigan $10.00 on April 1
- Minnesota $9.86 ($500,000 annual gross sales)/ $8.04 (less than $500,000)
- Missouri $8.60
- Montana $8.50
- New Jersey $8.85
- New York $11.10
- Ohio $8.55
- Oregon $11.25
- Rhode Island $10.50
- South Dakota $9.10
- Vermont $10.78
- Washington $12.00
- Does a job description exist for every position in your organization?
- Are job descriptions regularly reviewed and updated to reflect changes in employee responsibilities?
- Are employees provided with a written copy of the job description for their position?
This doesn’t include the content of the JD’s. This is just a start.
If you answered no to any of these questions, please contact us today. www.hrsincorporated.com
Check out our 2019 Supervisory Workshops. The first quarter is published and more are coming. Click here.