DAS HR Consulting, LLC wants all employers to be aware of the following compliance deadlines:
9/08/09 E-Verify:
Rule requiring all federal contractors to use the federal government’s E-Verify employment eligibility system. This is Executive Order 13464 mandating electronic verification of all employees working on any federal contracts awarded after 9/8/09 that includes the FAR (Federal Acquisition Regulation) and E-Verify Clause (73 FR 67704). The Department of Homeland Security has free webinars on their website regarding compliance with E-Verify.
Rule requiring all federal contractors to use the federal government’s E-Verify employment eligibility system. This is Executive Order 13464 mandating electronic verification of all employees working on any federal contracts awarded after 9/8/09 that includes the FAR (Federal Acquisition Regulation) and E-Verify Clause (73 FR 67704). The Department of Homeland Security has free webinars on their website regarding compliance with E-Verify.
9/30/09 VETS-100A Report:
By this date, federal contractors must file the VETS-100A Report for government contracts of $100,000 or more that were entered into, or modified, on or after Dec. 1, 2003, as well as the VETS-100 Report for any unmodified government contracts of $25,000 or more that were entered into prior to Dec. 1, 2003.
9/30/09 EEO-1 Report:
By this date, employers with federal government contracts of $50,000 or more and 50 or more employees and employers that do not have a federal government contract but have 100 or more employees must file an EEO-1 report with the EEOC.
By this date, employers with federal government contracts of $50,000 or more and 50 or more employees and employers that do not have a federal government contract but have 100 or more employees must file an EEO-1 report with the EEOC.
10/09/09 Health insurance:
Michelle’s Law goes into effect on this date and amends the Employee Retirement Income Security Act (ERISA) to allow seriously ill or injured college students to take up to one year of medical leave without losing their health insurance.
Michelle’s Law goes into effect on this date and amends the Employee Retirement Income Security Act (ERISA) to allow seriously ill or injured college students to take up to one year of medical leave without losing their health insurance.
11/21/09 GINA:
The employment provisions of GINA (Title II) takes effect with 15 or more employees. The Genetic Information Nondiscrimination Act protects an employee from an employer requesting, requiring or purchasing genetic information with respect to an employee or family member of an employee.
The employment provisions of GINA (Title II) takes effect with 15 or more employees. The Genetic Information Nondiscrimination Act protects an employee from an employer requesting, requiring or purchasing genetic information with respect to an employee or family member of an employee.
1/1/10 Health insurance:
Mental health parity provisions are effective for calendar-year plans. This law requires parity of mental health benefits with medical benefits annual dollar, lifetime limits, co-pays, deductibles etc.
Mental health parity provisions are effective for calendar-year plans. This law requires parity of mental health benefits with medical benefits annual dollar, lifetime limits, co-pays, deductibles etc.
