State and federal laws impose numerous requirements and prohibitions on American businesses, but one of the most overlooked obligations for employers is the responsibility to conspicuously display various government labor law posters in the workplace.  The purpose of these labor law posters is to inform employees of their rights under applicable laws and provide information on how to report discrimination, wage and hour violations and other rights infringements to the government. 
 
While many employers do not readily embrace the idea of conspicuously posting information that tells their employees how to bring legal action against them, the obligation to display these notices is explicit in various labor laws and government regulations. ...

Employers have three business days after hiring someone to collect information and complete the I-9 employment eligibility verification form, whether on paper or using the E-Verify electronic system. This has long been known as the "three-day rule," but it has--according to a recent United States Citizenship and Immigration Service (USCIS) statement--often been misinterpreted.

According to the USCIS clarification, the first day of work is not included in the three days. Therefore, if an employee starts work on Monday, the I-9 is not due until Thursday.

However, if the new hire's employer is using the E-Verify electronic database system, the date that the employer enters the new hire's name into E-Verify counts as the first day even if the person isn't on the job yet....

ONTARIO, Calif.—Changes have been occurring frequently to health care plan administration and benefit notification requirements throughout the 18 months of the Obama Administration, and businesses are obligated to keep their workforces informed, Personnel Concepts advises employers as it launches a service to help remedy the situation.

Though the March 2010 Patient Protection and Affordable Care Act (PPACA) will ultimately change the health care landscape dramatically, more recent and noticeable changes already have employers scrambling to stay up to date.

These changes—resulting in new employer notification obligations—have affected HIPAA (the Health Insurance Portability and Accountability Act), the Children’s Health Insurance Program Reauthorization Act (CHIPRA), and COBRA (the Consolidated...