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November 2014
HAPPY THANKSGIVING!
HONORING OUR VETERANS

Affirmative Action Services

Plan Preparation (OFCCP/FTA)

Compliance Evaluations

Audit Representation

Compensation Evaluation

Interim Reporting

Consulting Services Highlight

 

Compensation Evaluation

 

In addition to the Comparative Salary Report (CSR) which is part of our Affirmative Action Program package of services, we now offer client-specific specialized consulting in the area of compensation. Understanding the complexities of differentiating amongst peers, THOMAS HOUSTON can work with each client to refine the data analyses utilized in the OFCCP's broad-brush approach. Our analytical compensation services include regression analyses; pooled compensation analyses by jobs of similar scope; bonus analyses (by bonus program); and, analyses of total cash compensation.

 

For those desiring a more robust approach (proactively or reactively), our compensation team has the professional capacity to cull through HRIS databases, personnel files, historical documents, etc. and provide a longitudinal analysis by employee and diagnostic of findings. We also produce analyses to meet your specifications including analyses of performance management system(s); annual merit-to-performance analyses; compa-ratio analyses; analyses of starting salaries for volume hiring by hiring "class", (i.e., MBAs, college/university graduates, etc.) or by title (i.e., Customer Service Representative I, etc.); as well as analyses of long-term incentive programs, benefits and perquisites. These services can be provided individually or packaged request.

 

If you are interested in this or other services we offer, please contact us at [email protected].

 

11 Things the Labor Department Does for Veterans
  
On November 11, 1918, a ceasefire signed at Compi�gne, France between the Allies and the Germans ended World War I. It also began the annual tradition of honoring those veterans who had sacrificed so much in that war, and those that would follow, first as Armistice Day and then as Veterans Day. The Department of Labor works every day to honor veterans by helping them succeed in the civilian workforce when their time in the armed services comes to end.

In observance of "the eleventh hour of the eleventh day of the eleventh month" are 11 things that the department does for veterans:
  1. Priority of service at American Job Centers
  2. Hiring fairs
  3. Protect civilian job rights and benefits for veterans
  4. Transition Assistance Program
  5. Gold Card
  6. My Next Move
  7. Getting homeless veterans back on their feet
  8. Apprenticeships
  9. Preparing women veterans to succeed
  10. Employer outreach
  11. Labor market statistics
Source: U.S. Department of Labor (DOL)
Are Your Form I-9s in Compliance?
ICE Audits Could Cost Employers
Thousands in Fines

The U.S. Immigration & Customs Enforcement (ICE) has been going strong with its "bold new audit initiative" to crack down on employers who violate immigration laws. Administrative I-9 audits are ICE's tool of choice.

ICE has been hitting companies hard with I-9 audits in recent years, with seemingly no intention of slowing down. Total fines handed out by ICE are now 13 times higher than in 2009. Plus, ICE has made a big effort to publicly emphasize its criminal investigations of employers that hire undocumented workers. In just one year, ICE arrested 238 corporate executives, managers and even HR professionals.

In fiscal year 2013, the U.S. Immigration and Customs Enforcement (ICE) inspected the I-9 Employment Eligibility Verification Forms at 3,127 employers. Total fines generated by these federal audits have grown from just $1 million in 2009 to more than $15 million last year.

While some employers think they can cut corners with Form I-9, many don't realize the plausible threat of an ICE audit. Employers should not be fooled into thinking that the I-9 auditor is harmless. Strict compliance to the I-9 rules is your only defense against serious monetary penalties and criminal arrests.

Source: US Citizenship and Immigration Services (USCIS)
FAQ
 
Q. Do I need to make my employee complete a new Form I-9 if my employee does not sign in the correct space in Section 1 of Form I-9?

A. No. As long as it is clear that the signature relates to the attestation ("I attest, under penalty of perjury ..."), there is no need to complete a new Form I-9 or correct the placement of the signature.
Last Reviewed/Updated:
03/27/2014
This information is intended to be informative
and should not be considered legal advice on any specific matter
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