The Amendment to Executive Order 12989 has government contractors and subcontractors scrambling to evaluate their legal obligations. Details remain sketchy, but the following information may help prepare a compliance strategy:
What is the Effective Date for Using E-Verify?
Employers have no immediate requirement to start using E-Verify. According to a SHRM news report, the deadline for federal
On June 6, 2008, President Bush amended Executive Order 12989 to require that all federal contractors verify the legal status of their employees by using the government’s electronic employment verification system or face sanctions including debarment from future contracts:
Executive departments and agencies that enter into contracts shall require, as a condition of each contract,
The Carnival of HR has its usual compliment of excellent postings on interesting topics.
Leading off is a discussion of the two sides of generational differences in the workforce. Dr. Ira Wolfe from the Perfect Labor Storm 2.0 posts on Gray ceiling disrupts succession plans for Gen Xers which discusses the recruiting challenges created by older
Anyone who has spent any time recruiting knows that it is difficult to sift through a pile of applications without finding several job seekers with criminal convictions. About 3.2 percent of the U.S. adult population, or one in every 31 adults, was in the nation’s prisons or on probation or parole at the end of
Immigration related enforcement activity is on the rise making HR professionals question their company practices for immigration compliance including completion of the I-9 Form. On May 12, 2008, a kosher meatpacking plant in Iowa was the site of the largest immigration raid ever held which netted 300 suspected illegal aliens. The joint ICE and
The EEOC announced a $1 million settlement for sex discrimination against men arising from a restaurant’s preference for hiring and promoting only women into bartending positions. The lawsuit highlights the tension between a business’s marketing efforts and legal compliance. What marketers may pander to in the name of “customer preference,” employment laws prohibit as discrimination.
Businesses spend