The U.S. Department of Labor (DOL) has released a new set of Frequently Asked Questions (FAQs) relating to the new summary of benefits and coverage (SBC) notice requirements under Health Care Reform.

Results from the Manpower Employment Outlook Survey for the second quarter of 2012 indicate that employers across all industries and regions are reporting a positive hiring outlook for April through June.

More than 18,000 U.S. employers were asked about their anticipated total employment over the next three months. Of those surveyed:

• 18% of employers expect to increase their number of employees, compared to 6% that anticipate a decrease in employment.
• 72% of employers expect no change in their workforce.
• 4% of employers responded that they are unsure of their hiring plans for the upcoming quarter.

These figures produce a net employment outlook (defined as the percentage of employers anticipating an increase in hiring activity less the percentage of employers expecting a decrease in hiring activity) of +12%, or +10% when adjusted for seasonal variations.

Employer Confidence Improves
The survey data shows slow but steady growth in employer confidence, with considerable progress since the recessionary low outlook of -2% in 2009.

• The second quarter of 2012 marks the first double-digit outlook since the last quarter of 2008, when the outlook also measured +10%.
• The rise in confidence also marks 10 straight quarters of positive overall survey results, following three quarters of pessimistic hiring plans.

The positive employment outlook extends across all industries and geographic areas.

• Employers in all 50 states, Puerto Rico and the District of Columbia reported intentions to increase hiring. The outlook for the upcoming second quarter was highest in North Dakota (+26%), followed by Alaska, Vermont, Delaware, and Oklahoma (all reporting an outlook above 20%).
• Employers in each of the 13 industry sectors surveyed reported a positive employment outlook for April through June, with the Leisure & Hospitality industry ranking the highest (+26%). Comparing the data quarter over quarter, employers in the Construction, Nondurable Goods Manufacturing, and Transportation & Utilities industries also anticipate a considerable hiring increase.

Manpower Inc. expects to release its Employment Outlook Survey for the third quarter on June 12, 2012.

The results of the full survey are available for download. If your company is among those looking to increase its hiring, be sure to check out the article above for some key do's and don'ts of interviewing.

Contact us for more tips on building a successful recruitment and hiring strategy to add to your company's workforce.

Source:  HR360.com  

Updated FMLA
Model Forms Released

Family and Medical Leave
The FMLA entitles eligible employees to take up to 12 workweeks of unpaid, job-protected leave in a 12-month period for specified family and medical reasons. It also includes certain family military leave entitlements.
 
Employers who employ 50 or more employees for at least 20 workweeks in the current or preceding calendar year must comply with the FMLA. Employees must work at a location where the company employs 50 or more employees within 75 miles and meet certain other requirements with respect to time worked before they are entitled to take FMLA leave.

Updated Forms Available
The following model forms have been updated with the new expiration date:

- WH-380-E Certification of Health Care Provider for Employee's Serious Health Condition
- WH-380-F Certification of Health Care Provider for Family Member's Serious Health Condition
- WH-381 Notice of Eligibility and Rights & Responsibilities
- WH-382 Designation Notice
- WH-384 Certification of Qualifying Exigency For Military Family Leave
- WH-385 Certification for Serious Injury or Illness of Covered Servicemember--for Military Family Leave

GINA and Requesting Medical Certification 
Employers should note that Title II of the federal Genetic Information Nondiscrimination Act (GINA) prohibits the use of genetic information in employment, restricts employers from requesting, requiring, or purchasing genetic information, and strictly limits the disclosure of genetic information.

FAQs issued by the U.S. Equal Employment Opportunity Commission (EEOC) provide guidance for employers to help them comply with GINA when they request medical certification from an employee taking FMLA leave. Specifically, when an employer makes a request for health-related information, it should warn the employee and/or health care provider from whom it requested the information not to provide genetic information (see FAQ #17 for suggested language for this warning).
 
According to the EEOC, if this type of warning is provided, any resulting acquisition of genetic information will be considered inadvertent, and therefore not in violation of GINA. In other words, use of this type of warning creates a 'safe harbor' for employers who receive genetic information in response to a request for health-related information.
 
For More Information

Additional information on the new FMLA forms is available from the U.S. Department of Labor. The EEOC provides further guidance on genetic information discrimination.