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We are proud to announce that 4506-Transcripts.com is now certified through WBENC as a Woman Owned Business.
We have automated the ordering process on our new website as well as allowed for credit card ordering.
The process is completely automated! Come check it out at:
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Announcement:
4506-Transcripts.com can now be used to not only verify Income but as a way to also verify employment. Using this program will allow one to verify sensitive information through our secure site. It is fast and easy!
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Message from Our President, Sandra James
 Happy Independence Day! Cheers to being with family and friends, summer barbeques, and fireworks. I enjoyed connecting with all who went to the WBENC National Conference, EEI Supplier Diversity Conference, and the Premier Breakthrough Conference! We learned a lot, connected with many people, and came back revitalized and ready to work! I know the conference circuit seems relentless but building those relationships is what makes conferences truly invaluable. I can't wait for the next one and to connect with even more of you! We are gearing up for a busy summer and July marks the opening of our second office for 4506-Transcripts. Despite the distractions of work, I hope we can all take a minute out of our hectic schedules to reflect on our nation's history and to appreciate the liberties we have living in this great country. If you have something you would like to see spotlighted feel free to drop us a line through our website. Visit our websites to check out news and more information about our services! Subscribe to our blogs to follow us: privateeyesinc.com, or at 4506-Transcripts.com. |
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Affordable Care Act: Notice To Employees Must Be Provided By October 2013
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 The Department of Labor (DOL) released new guidance imposing notice requirements on employers regarding the health care exchanges that are a key element of the Affordable Care Act. Employers must provide this notice to each employee, regardless of the employee's plan enrollment status or whether the employee is on part-time or full-time status. The notice must be provided to each new employee at the time of hire beginning October 1, 2013. The DOL will consider a notice to be provided at the time of hire if the notice is provided within 14 days of an employee's start date. With respect to employees hired before October 1, 2013, employers are required to provide the notice by October 1, 2013. For the full article with links to the forms: click here |
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Supreme Court Rules in Favor Of Employers
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Congress and the Court have long had a back and forth over the proper scope and implementation of the nation's civil rights laws. But equally important has been a series of cases concerning the proper interpretation of civil rights law - especially Title VII of the Civil Rights Act, which prohibits employment discrimination - and congressional enactments sometimes codifying, and sometimes overruling, those decisions.
Today, the Supreme Court continued that tradition in a pair of five-to-four decisions narrowly construing the scope of Title VII's retaliation and employer liability rules. In University of Texas Southwestern Medical Center v. Nassar, the Court strictly interpreted a statute that Congress enacted to overrule a prior Supreme Court decision, holding retaliation claims to a stricter standard of proof than other forms of discrimination claims. In Vance v. Ball State University, the same majority narrowly defined who counts as a "supervisor" whose discrimination is automatically attributed to an employer.
For more about the Supreme Court Cases: click here
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Nevada Becomes State #11 To Enact Social Media Password Protection
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Nevada has joined the growing list of states that have enacted "social media password protection" legislation that restricts employers' access to applicants' and employees' personal social media accounts. The Nevada law goes into effect on October 1, 2013.
The Nevada law prohibits employers only from requesting or requiring that applicants or employees provide their user name, password, or other information needed to gain access to a personal social media account, as well as adverse employment action based upon a refusal to comply with such a request. This prohibition is narrower than that seen in many password protection laws which typically also prohibit employers from "shoulder surfing," from compelling an employee or applicant to accept a friend or connection request and/or from requiring that an employee or applicant change privacy settings to permit the employer access to his or her restricted, personal social media account
For a full article on NV social media legislation: click here
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With your best interest in mind,
Sandra James
President, CEO
Private Eyes, Inc.
877-292-3331
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