A Review of Compliance Changes to Human Resources
November 28, 2011
November 29, 2011
VOW to Hire Heroes Act of 2011
President Obama signed the VOW to Hire Heroes Act of 2011. The Act is aimed at reducing the unemployment of United States veterans by providing a veterans’ tax credit to businesses that hire unemployed veterans and a comprehensive jobs package that will focus on providing necessary job training and transitional assistance for veterans. The tax credit for hiring an unemployed veteran is $5,600, and that number jumps to $9,600 for hiring a disabled veteran. The tax credit, which begins on Jan. 1, 2012, is available to qualified tax-exempt employers employing qualified veterans.
For employers in the state of Washington, House Bill 1432 allows private employers within Washington State to establish a voluntary veterans’ preference for employment. The private employers may have a policy to prefer the hiring of honorably discharged soldiers, sailors, and marines who are veterans of any war of the United States, or of any military campaign for which a campaign ribbon has been awarded. This preference will not be considered a violation of any state or local equal employment opportunity law.
National Labor Relations Act Poster
As of Jan. 31, 2012, most private sector employers will be required to post a notice advising employees of their rights under the National Labor Relations Act. The notice should be posted in a conspicuous place, where other notifications of workplace rights and employer rules and policies are posted. Employers also should publish a link to the notice on an internal or external website if other personnel policies or workplace notices are posted there.
The poster is available in various formats as a free download on the National Labor Relations Board website. In addition to informing employees of their rights, including organizing a union to negotiate wages, hours, or other terms and conditions of employment, the poster explains various unlawful actions of both employers and unions.
Changes to Oregon Garnishment Rules
Oregon law requires employers who are served with a writ of garnishment on one of their employees to leave the employee with an amount that equals the federal minimum wage for that pay period. This would be a net take-home pay of $218 a week, $468 for a half month, or $936 for a month. The amount depends upon the pay period. Everything else is subject to the writ of garnishment.
The notable exception to this is cases of current or past-due child support. Senate Bill 43 goes into effect on Jan. 1, 2012, and waives the federal minimum wage requirement of ORS 18.385 for child support debt obligations.
In addition, property for a challenge to garnishment or execution has been changed to reflect that Social Security benefits, workers’ compensation benefits, unemployment benefits, veterans’ benefits and pensions are now exempt at only 50 percent (down from 75 percent) if the payment is a lump sum and the debt is for a child support obligation.
Oregon Jury Duty Details
Effective Jan. 1, 2012, Oregon credit unions may not require employees who are on jury duty to use vacation time, sick time, paid time off, or any other annual leave. The employee is permitted to choose to take unpaid leave instead. In addition, an employer with more than 10 employees must continue to provide health, disability, and life insurance while the employee is on jury duty.
Questions? Contact the Compliance Hotline: 1.800.546.4465, email@example.com.