【ニュース速報】移民局が1,000の企業に査察

速報です。詳しくは下記をご覧下さい。

ICE Issues 1,000 Notices Of Inspection To Employers

U.S. Immigration and Customs Enforcement (ICE) announced on November 19 the issuance of Notices of Inspection (NOIs) to 1,000 employers across the country, alerting them that ICE will audit their I-9 forms to determine compliance with employment eligibility verification laws. The employers were targeted based on leads obtained by the agency, as well as because the organizations that have public safety and national security responsibilities.

According to ICE Assistant Secretary John Morton, "We are increasing criminal and civil enforcement of immigration-related employment laws and imposing smart, tough employer sanctions to even the playing field for employers who play by the rules."

This is the second time this year that ICE has issued NOIs. Back in July, ICE issued NOIs to 654 employers that have resulted in $2,310,255 in fines so far.

【オバマ】SICK LEAVE 義務化？

健康保険制度をめぐって議会は白熱の議論を繰り返してきたが、SICK LEAVEも義務化の話題が出てきた。OBAMA大統領はSICK　LEAVEの義務化に前向きのようだ。ご存知のように基本的にVACATIONもSICK　LEAVEも義務化されているものは現在何もない。ただ、一般的に普及しているために従業員を採用するために、どの企業も提供していると言ってよい。カリフォルニア州ではサンフランシスコ市のみSICK LEAVEが義務化されている。

私の個人の見解としては、SICK LEAVE義務化は行きすぎだ。企業の自由に任せるべきだろう。昨今、SICK　LEAVEといいながら、結局VACATIONとして使う人が多いので、PTO(PAID TIME OFF)として、SICKとVACATIONの区別なく提供している会社も増えてきている。この段階でSICK　LEAVEの義務化というのは、時代のニーズに合っていないし、企業負担を重くするだけではないだろうか？

Paid Sick Leave Mandate Backed by Department of Labor
Department of Labor officials told Congress recently that the Obama administration is a strong supporter of legislation that would require employers to provide paid sick leave to employees.

【Independent Controler】FedExがペナルティ319million支払う可能性。

ちょっと気がついた記事を書き留めることができるのがブログのよいところ。
今日配信されてきたニュースの中で、http://www.hrhero.com/　のメルマガから。
FedExが19州以上で、delivery Driverを従業員からIndependent Contractorへカテゴリー変更したことにより訴訟が起こっているようだ。FedExは319millionを支払うことになりそうだとのこと。

Independent Contractor化によってベネフィット、TAX等のコスト削減を試みたのだろうか？コスト削減策として打ち出したことが、逆に大きなコストを生んでしまった。こんな時の判断の基準は「人間として正しいこと」をしているか否かではなかろうか？Independent Cotractorにしたらコストが削減できる、とだけ考えるのはあまりに安易だろう。従業員の「気持ち」を思いやることがなければ、意思決定を間違ってしまう。

▼
Think independent contractors can save you money? FedEx is embroiled in a battle with 19 states over their decision to classify delivery drivers as independent contractors, rather than employees. They may have to pay over $319 million in penalties.

【労働法】法定掲示義務のあるポスター

法定掲示義務のあるポスター。恐らく多くの企業ではラミネート加工されたセットになったポスターを買っている方が多いのではないだろうか？これらの法定義務のあるポスター。ネットで無料で提供されている。しかし、セットにはなっていない。それぞれ担当分野の役所のサイトにアクセスしないといけない。これはかなり面倒だ。面倒だからセットになったポスターの商売が成り立っている。縦割り行政の弊害であり、それがビジネスチャンスでもあるということだろう。

さて、お客さんにお電話をいただき、無料のものを集めるにはどうしたらよいか？
とご質問をいただいた。
お恥ずかしながら、今までセットもののポスターを売っているカリフォルニア商工会議所のサイト等を紹介
http://www.calbizcentral.com/store/products/pages/compliance-posters.aspx
することはあっても、すべて個別にチェックしていったことはなかった。

こんな時はGoogleするに限る。
こういう情報を提供してくれる方、必ずいますね。

▼無料でポスターを集めるためのサイト
http://www.labor-posters-california.com/

ただし、アップデートされていないとか、必要なものが漏れている！ということに関しては責任はとれませんので、あしからず。

【401(k)】 非課税上限額は変わらず $16,500

401(k) News: 2010 COLAs Released
Employees who want to increase their pre-tax contributions into their 401(k) accounts next year are out of luck; the maximum pre-tax contribution remains $16,500. In addition to the unchanged 401(k) pre-tax contribution amount, the IRS has announced that there will be few cost-of-living pension increases next year. Here's the rundown.

New Year, Old Amounts

The maximum pre-tax catch-up contribution employees can make into their 401(k) accounts remains $5,500 for those who are 50 or older during 2010. Other pension amounts are as follows.

The maximum annual defined benefit pension amount remains $195,000.

The overall pre-tax contribution, after-tax contribution, and employer matching contribution limit for 401(k) plans (also known as the 415 limitation) remains the lesser of 100% of compensation or $49,000.

The annual salary limit for figuring contributions into 401(k) plans remains $245,000.

The dollar limitation used to define a key employee in a top-heavy plan remains $160,000.

The dollar limitation used to define a highly compensated employee remains $110,000.

The dollar amount for determining the maximum account balance in an employee stock ownership plan subject to a five-year distribution period remains $985,000; the dollar amount used to determine the lengthening of the five-year distribution period remains $195,000.

The minimum compensation amount for employees participating in simplified employee pensions (SEPs) remains $550.

The maximum amount employees can defer on a pre-tax basis into a SIMPLE retirement account remains $11,500.

【労働法】FMLAの対象範囲が広がる

FMLAの対象範囲が広がります。従軍している家族のための休暇の対象範囲が広がります。詳細は誤解がないように下記のニュースをご覧下さい。出所はBLRです。

November 06, 2009
New FMLA Expansion: Employers Should Act Now
President Barack Obama last week signed legislation that makes several changes to the family military leave provisions of the Family and Medical Leave Act. Employers should act now to make the necessary changes.

The National Defense Authorization Act for 2010 (HR 2647) expands an employee's right to family military leave for an “exigency” associated with a family member's call to service in a foreign country. Under the new law, employees with a family member who is either in a regular component of the Armed Forces or a reserve component of the Armed Forces will entitled to “exigency leave.” Before the latest legislation, “exigency leave” was limited to employees with a covered family member in the National Guard or reserves only. Plus, the “old” law covered “contingency operations” only, which were defined specifically by regulation.

The new law also makes changes to the military servicemember caregiver leave provisions of the Family Medical Leave Act. The new legislation entitles employees to take up to 26 weeks of FMLA leave to care for a family member who is a servicemember or veteran who is undergoing medical treatment, recuperation, or therapy, for a serious injury or illness and who was a member of the Armed Forces (including a member of the National Guard or Reserves) at any time during the period of 5 years preceding the date on which the veteran undergoes that medical treatment, recuperation, or therapy. Previously, the 26 weeks of leave applied to employees caring for active military servicemembers only and not veterans.

The National Defense Authorization Act became effective once Obama signed it, so employers should begin to make changes immediately to comply with the new law.

BLR expects that the U.S. Department of Labor will take steps to change the government-issued FMLA's family military leave certification forms (the WH-384 and WH-385) soon. Until then, employers may continue to use the existing forms and make any necessary notation on the form regarding the new rules.

BLR also expects that the Department of Labor will issue new regulations addressing the recent changes to the family military leave provisions of the FMLA.

【ニュース】President Signs Expansion of FMLA Coverage for Military Families

10/28に2010 National Defense Authorization Act (NDAA)が成立し、FMLAが軍役についている家族に拡大することが決定した。

President Signs Expansion of FMLA Coverage for Military Families

On October 28, 2009, the President signed the 2010 National Defense Authorization Act (NDAA) that included provisions expanding Family and Medical Leave Act military family leave benefits. The 2010 NDAA extends FMLA exigency leave coverage to family members of active duty members of the Armed.