Human Resources

Labor and Employment

Beyond recruiting and retaining employees and administering their benefits, Human Resources is often responsible for setting workplace policies, ensuring that various worksite standards are met, and addressing day-to-day employee issues. These resources are provided to help you manage the daily employment and policy issues common to most employers.

Form I-9 Requirements

On March 8, 2013, the U.S. Citizenship and Immigration Services (USCIS) published a revised version of Form I-9, the form used by employers to verify the identity and authorization of their employees to work in the United States. Also published on that date was the Federal Register notice explaining changes to Form I-9.

All employers are required to complete a Form I-9 for each employee hired in the United States. Improvements to the Form I-9 include new fields and a new format to reduce errors. The form's instructions also have been revised to describe more clearly the information that employees and employers must provide in each section.

The USCIS recognizes that some employers, particularly those that use electronic systems to verify employee work authorization, need time to modify their procedures. For this reason, it will continue to accept previous versions of Form I-9 until May 7, 2013, when the new Form I-9 will be required. The USCIS also notes that employers need not complete the new form for current employees unless there is a need for re-verification. Employers should therefore modify their verification processes to make use of the new Form I-9 to confirm the identity and work authorization of any new employees as soon as possible.

A Spanish version of Form I-9 is available on the USCIS website for use in Puerto Rico only. Spanish-speaking employers and employees in the 50 states, Washington, D.C., and other U.S. territories may use the Spanish version for reference, but must complete the English version of the form. Information on the revised forms is available in English and Spanish online at www.uscis.gov.

As a reminder, employers must verify that all new employees are eligible to work in the United States by obtaining a completed Form I-9 and reviewing the respective documents within three business days of the employee's employment start date.

Click here for a copy of the form

Federal Register

Click here for additional information

 

Workplace Poster Requirements

Many laws require employers to post a notice at employee work sites. Notice requirements differ based on size and industry of employer. The following elaws FirstStep Poster Advisor website from the Department of Labor (DOL) is designed to help employers determine which posters are specific to their workplace and to comply with the poster requirements of several laws administered by the DOL. These laws require employers to display official DOL posters where employees can readily observe them. DOL provides the posters at no cost to employers.

View DOL elaws FirstStep Poster Advisor website

Most states have additional posting requirements for employers.

View state or local workplace posters

The DOL also has "Poster Frequently Asked Questions" containing an abundance of valuable information regarding required workplace posters.

View DOL Poster FAQs

 

Sample Workplace Policies

Most employers establish a number of written policies surrounding a number of issues, including drug testing, dress code, business expenses, and use of company equipment. The samples provided here are meant to provide information or serve as a guide in helping you create or evaluate your employment policies.

Sample Forms

These sample forms can be used to help you create standardized forms for use in your workplace.


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This material was created by NFP, its subsidiaries, or affiliates for distribution by their Registered Representatives, Investment Advisor Representatives, and/or Agents. This material was created to provide accurate and reliable information on the subjects covered. It is not intended to provide specific legal, tax or other professional advice. The services of an appropriate professional should be sought regarding your individual situation. Neither NFP Securities, Inc. nor NFP Benefits offer legal or tax services.

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