A job description, essentially, is the basis of knowledge and skill that an employee is expected to achieve through the description’s outline of tasks, duties and functions in the workplace. Job descriptions may be used in various ways: recruiting employees; determining salary levels; conducting performance reviews; clarifying job duties; and establishing titles and pay grades. The ultimate purpose of a job description is to ensure that employees adequately retain knowledge of the company and perform work as it relates to the organization’s mission and goals.
For employers, job descriptions offer the benefit of establishing what is expected in current and future employees. The outline for each job title doubles as a performance review, to check and see if employees are continuously demonstrating all abilities listed. Being consistent in maintaining the qualifications of employees is crucial to the success of a company.
Along the corridor off the company’s front entrance, hangs a shiny poster. This poster is often overlooked, but the information on the poster should not be. Once the shiny gleam of the poster catches an eye, panic sets in and questions commence, “Is my labor law poster up to date?”
With a new administration in the White House, federal and state laws are certain to change. Labor law posters define those federal and state employment-related laws which all employers must comply with in their places of business. These posters are designed to protect both the employee and the employer.
Within the past six (6) years, there have been over 260 mandatory labor law poster changes across the United States, with sixteen (16) already implemented in 2017. It is predicted that 2017 will bring an abundance of new state regulations and fewer federal regulations. Failure to update a labor law poster may result in fines (federal and state), lawsuits or citations. Provided below are several tips on how to avoid unnecessary violations:
With the hustle and bustle of the holiday season under our feet, Creative Business Solutions aims to keep our clients aware of potential changes underway that will impact business operations. One rule that may have gone unnoticed is the provision of electronic submissions to the Occupational Safety and Health Administration (OSHA).
Currently, employers are required to keep a log of injury and illness forms on site; however, beginning January 1, 2017, certain employers will be required to electronically submit data. OSHA's intention is to provide the secure website for automated data submission in February 2017 to allow employers to transmit CSV files or manually enter data into a webform. Establishments with 250 or more employees in covered industries must submit information by July 1, 2017. Businesses with 20-249 employees in certain high-risk industries must submit their information by July 1, 2017.
You will recall our article in the previous issue of The HR Advisor (November 23, 2016), where we advised that a Texas U.S. District Court Judge had issued a preliminary injunction temporarily blocking implementation of the Department of Labor’s overtime rule, which was slated to take effect December 1, 2016.
Since that newsletter, the DOL has appealed the District Court’s decision to the U.S. Court of Appeals for the 5th Circuit in New Orleans, Louisiana. The Court of Appeals could issue a stay of the District Court’s decision, which would put the overtime amendments into effect until the appeal is heard. If no stay is issued – and unless an expedited hearing is ordered – it is unlikely any decision on the appeal would occur near-term. At this point, written legal briefs by the parties will not likely start until after the inauguration. Further complicating this matter is the question of what the new administration may or may not do with this issue once it takes office on January 20, 2017.