HR Brief – New Form I-9 Includes Remote Verification Procedure for E Verify Users (September)
Recently, the U.S. Citizenship and Immigration Services (USCIS) published a new version of its Employment Eligibility Verification form, also known as Form I-9. Employers are required to use the new form exclusively beginning on Nov. 1, 2023. The Form I-9 instructions also clarify procedures for employers who are eligible to utilize remote examination as an alternative to the physical examination of employees’ documentation. Employers enrolled and participating in E-Verify may choose to examine documents remotely.
HR Brief – EEOC Delays 2022 EEO-1 Reporting Until Fall (August)
Recently, the Equal Employment Opportunity Commission (EEOC) announced that the date for employers to begin submitting 2022 EEO-1 Reports is delayed again, this time with a tentative new opening date in the fall of 2023. The EEOC had previously extended the expected opening date for 2022 EEO-1 reporting until mid-July 2023. Under Title VII of the Civil Rights Act, certain employers must usually submit EEO-1 by March 31 each year.
HR Brief – HSA/HDHP Limits Will Increase for 2024 (July)
The IRS recently released Revenue Procedure 2023-23 to provide the inflation-adjusted limits for health savings accounts (HSAs) and high deductible health plans (HDHPs) for 2024. The IRS is required to publish these limits by June 1 of each year.
These limits include:
The maximum HSA contribution limit
The minimum deductible amount for HDHPs
The maximum out-of-pocket expense limit for HDHPs
HR Brief – In-person Inspection of Forms I-9 Due Aug. 30 (June)
Recently, the U.S. Department of Homeland Security (DHS) and the U.S. Immigration and Customs Enforcement (ICE) announced that employers have until Aug. 30, 2023, to complete the physical inspection of identity and employment eligibility documents for any employee whose Employment Eligibility Verification form (Form I-9) was completed virtually according to the temporary flexibilities extended during the COVID-19 pandemic.
HR Brief – Upcoming EEO-1 Reporting Deadlines (May)
Under Title VII of the Civil Rights Act (Title VII), employers with 100 or more employees and certain federal contractors must submit a report about their workforces to the Equal Employment Opportunity Commission (EEOC) by March 31 every year. This report, known as the EEO-1 report, is a federally mandated survey that collects workforce data categorized by race, ethnicity, sex and job category. However, the collection of this data from 2022 has been delayed, and the portal for submitting EEO-1 reports will not be opened before the usual deadline in 2023. Instead, the EEOC expects to open the portal for employers to begin entering 2022 EEO-1 information sometime in mid-July 2023.
HR Brief – DOL Issues Guidance on Telework and FMLA Eligibility
On Feb. 9, 2023, the U.S. Department of Labor (DOL) published a Field Assistance Bulletin (FAB) No. 2023-1 that includes guidance on how to apply eligibility rules under the Family and Medical Leave Act (FMLA) when employees telework or work away from an employer’s facility. FABs provide guidance to DOL Wage and Hour Division (WHD) field staff.
The FMLA requires covered employers to provide eligible employees with up to 12 weeks of unpaid, job-protected leave for specific reasons related to the health and well-being of themselves and their families. Generally, employers are covered if they have at least 50 employees. Employees are eligible for FMLA benefits if they:
HR Brief – Retaining Employees During Economic Uncertainty
Economic uncertainty can heavily impact employees’ mental and physical well-being in the workplace due to the stress of financial instability and the looming fear of layoffs. Even with an increased chance of being laid off during a recession, employees may still choose to leave the workplace for a variety of reasons, such as a higher-paying job, flexible working conditions or improved job security.
Retaining employees during a time of economic uncertainty is essential for maintaining an organization’s performance, minimizing costs and supporting employee morale. To help retain employees, employers can focus on some of the following retention strategies:
HR Brief – How HR Can Help Organizations Become Recession-proof
In 2023, it’s critical for employers to consider how to prepare for economic uncertainty and build resilient, prepared organizations. Here are strategies HR teams can use to help prepare for and minimize the impact of a recession on their organizations.
Prioritize Employee Engagement
Employee engagement and experience can be vital leading up to and during a recession. HR teams have found success in increasing engagement by listening to employees and addressing their concerns. In addition, tools and platforms—such as social media, professional networks, and recognition and reward programs—can provide organizations with new ways to strengthen employee engagement. Such measures can help maintain morale and employee productivity.
HR Brief – The Trendiest Benefits for 2023
There’s no denying that employees’ needs have changed over the past few years, and many workers are paying more attention to their benefits and wondering how to stretch their dollars further. Employers will want to offer benefits to meet evolving worker needs shaped by the lingering effects of the COVID-19 pandemic and rising inflation.
This article highlights benefits that are likely to be popular in 2023.
Voluntary Benefits
A rising number of organizations recognize that voluntary benefits are advantageous to employees and their families—and many come at no cost to the employer. Examples of trending benefits include hospital indemnity, disability, accident, life and pet insurance.
HR Brief – EEOC Updates Workplace Poster
Recently, the Equal Employment Opportunity Commission (EEOC) issued a new poster titled “Know Your Rights, Workplace Discrimination is Illegal,” which updates and replaces the previous “EEO is the Law” poster. Under the Title VII of the Civil Rights Act (Title VII), the Americans with Disabilities Act (ADA) and other laws enforced by the EEOC, employers with 15 or more employees must prominently display the new poster at their work sites. Laws enforced by the EEOC generally prohibit employment discrimination based on certain protected traits, including race, color, religion, national origin, sex, disability and age. These laws also require employers to display a workplace poster that describes their prohibitions and requirements.”:
Employer Takeaways
The new “Know Your Rights” poster includes the following differences from the previous version:
Client and Employee Resources
The more your employees understand your benefit plans the more they become educated, empowered consumers. The programs you provide will also gain an enhanced value.
As your strategic partners in employee benefits, we can provide multiple avenues of ongoing support, including:
- Employee Meetings (English and Spanish)
- Webcasts
- Payroll Stuffers
- Poster Campaigns
- Newsletters
Carrier Directories
E-Verify is a web-based system that allows enrolled employers to confirm the eligibility of their employees to work in the United States. Click the image below to begin.
