Greetings!
In this month's issue read about tips to consider to avoid getting sued when planning a holiday party. Follow a current legal trend around hostile environment claims, and get answers to common Form I9 questions in our Q&A section.
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Tips for a Holiday Party
'Tis the Season- to have a party, but also avoid trouble for the New Year!
And if you are thinking of planning an end of the year bash- here are some tips to follow.
1. Have a Party! I came across this tip and thought it made sense to post it. Employees are working harder than ever, expected to do more- so why not have a celebration at the end of the year to thank them, and to take a little break from the norm?!
If you do have a party... make sure to:
2. Review Company polices. Yes you want your employees to have a good time, but make sure to set expectations. Remind your employees in advance of what is and isn't appropriate behavior. Rules are rules and they extend out even in company events. Go over your polices- specifically around harassment, dress code, workplace violence, etc...
3. Don't serve alcohol. But if you do- plan ahead. Limit the drinks allowed (use a ticket system), offer a variety of non-alcoholic drinks and protein rich foods, get a professional bar tender to serve the alcohol- not managers, and have taxi vouchers or designated drivers available to drive your employees home safely after the party. 4. Invite spouses. Doing so can help discourage bad behavior and has the side benefit of boosting good feelings about the company on the home front. Happy Holidays!
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Legal Trend
USERRA recognizes Hostile Work Environment Claims
A new law passed with bipartisan support and signed by President Obama may make it easier for individuals to sue their employers for discrimination on account of their military status. Although key provisions of the Veterans Opportunity to Work (VOW) to Hire Heroes Act strive to reduce unemployment rates for veterans of the Iraq and Afghanistan conflicts, the legislation also amends the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA) to recognize claims of hostile work environment on account of an individual's military status generally. >>>Read More |
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Q&A
Form I9
Q. As the owner/founder of an LLC, do I have to complete a Form I9 for myself?
a. If the owner/founder performs work and is paid as an employee of the company, then it would be best to complete the I9 form.
Q. Do I need to keep copies of I9 documentation?
a. There is no requirement to maintain copies of documentation. The only requirement is that if you keep documentation for one, then you maintain documentation for all employees.
Q. How long do I need to keep a terminated employees I9? a. Every employer must keep each employees I-9 form on file for either three years after the date of hire or for one year after employment is terminated, whichever is greater.
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