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| Save Your Business from Costly Fines By Managing HR Compliance Risks |
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Protecting your company from legislative compliance risks is a high priority for any CEO or CFO. Ignorance and violation of workplace regulations cost U.S. organizations millions of dollars each year. With the trend of an increasingly litigious society, legislative compliance poses a greater risk than ever.
Understanding workplace regulatory requirements and having a high-quality human resource/payroll system in place will enable you to keep accurate records and produce required HR compliance reports quickly and easily. On this site, you'll find detailed information on HR compliance as it relates to COBRA, EEO, FLSA, FMLA, HIPAA, Sarbanes-Oxley, and sexual harassment. To read a free report about HR compliance regulations and the risks faced by companies that violate them, click here. |
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Feature: ADA Amendments Act becomes law |
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On September 25, 2008, President Bush signed into law the ADA Amendments Act of 2008, which rejects standards previously set by the Supreme Court and expands the definition of disability under the Americans with Disabilities Act (ADA). The ADA Amendments Act will now make it easier for employees to prove discrimination. Broadening the scope to the meaning of “major life activity,” the Act states that “major life activities include, but are not limited to, caring for oneself, performing manual tasks, seeing, hearing, eating, sleeping, walking, standing, lifting, bending, speaking, breathing, learning, reading, concentrating, thinking, communicating, and working.” In addition, the Act states that “a major life activity also includes the operation of a major bodily function, including but not limited to, functions of the immune system, normal cell growth, digestive, bowel, bladder, neurological, brain, respiratory, circulatory, endocrine, and reproductive functions.” The ADA Amendments Act goes into effect on January 1, 2009.
For more information on other EEO issues, click here.
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| Recently updated HR compliance items: |
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To prove discrimination based on a disability, a person only has to provide evidence that the employer used a disability or the perception of a disability in making an employment decision. The applicant does not have to prove that the disability was the exclusive reason for the action. |
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According to USA Today, there are more than 450 employment lawsuits filed in the U.S. every day. |
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Employment lawsuits have risen 400% in the past 20 years. |
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When an employment case goes to a jury, the employer loses in about 60% of those cases. |
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Jury awards in favor of employees average about $400,000. |
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