The U.S. Department of Labor (DOL) recently announced a massive final rule Updating the Davis-Bacon and Related Acts Regulations. The expected effective date is October 23, 2023.
The Office of Federal Contract Compliance Programs (OFCCP) has updated its substance use disorder webpage. ż members that work on construction projects under contracts with the federal government – which are typically covered by Section 503 of the Rehabilitation Act of 1973 – might find the information and resources there particularly useful. Other contractors might also find some of the resources helpful for compliance with the Americans with Disabilities Act.
The U.S. Department of Labor (DOL) recently announced a final rule on Updating the Davis-Bacon and Related Acts Regulations, which will go into effect on Oct. 23, 2023. To help members prepare for the changes, ż has partnered with DOL officials to provide a special virtual briefing about the impact of the regulatory changes on September 6, 2023, at 2:00 p.m. EDT.
The unprecedented wildfires that have devastated Lahaina and other parts of Maui the past few weeks have affected thousands of people in the island community. With the death toll, injuries, and the amount of damages rising, there is a strong desire from our members to help. The Maui Strong Fund was created to provide community resilience with resources for disaster preparedness, response, and recovery. The fund is currently being used to support communities affected by the wildfires on Maui. HCF is working in close collaboration with state and county leaders, nonprofit organizations, businesses, and philanthropists to get a clear understanding of the quickly evolving priorities for the Maui community. Donate Now!!
In an ever-evolving digital landscape, the United States Citizenship and Immigration Services (USCIS) has given employers a new option for verifying employment eligibility. On July 21, 2023, the USCIS announced a final rule, effective August 1, 2023, that allows employers to have an alternative procedure (also referred to as “permanent virtual verification”), whereby qualifying employers may inspect employees’ Form I-9 documentation virtually as opposed to performing a physical verification, which was required for all new hires until the COVID-19 exception was created in March 2020. This innovative approach aims to modernize the process of employment eligibility verification while ensuring compliance with immigration laws.
ż’s volunteers are valued members who work to address industry issues, exchange ideas, and lead change to advance the industry. You and your colleagues are invited to take the next step in your ż journey and join the volunteer pool. Complete or update the volunteer tab in your member profile by October 1 to let us know what volunteer opportunities you are interested in. Beginning in 2024, there are both longer-term committee volunteer positions and shorter-term volunteer opportunities available. Make the time commitment that works for you.
The National Labor Relations Board (“NLRB” or “Board”) in a ruling issued on Aug. 2 changed the law again on employee handbooks by modifying the legal standards that have provided a commonsense solution for evaluating workplace misconduct rules for the past six years. The decision in Stericycle, Inc. will dramatically impact employers across the country, leading many to once again modify their handbooks to ensure compliance with the latest NLRB mandates. While some employers already review their handbooks on a yearly basis, it may be important to do so more frequently in light of this ruling – and the additional decisions and guidance memos that are expected in the months and years to come. Here’s what you need to know about the decision and how your policies may need to be updated.
Texas and Arkansas Top Lists of Year-over-Year Gains, While Colorado, North Dakota Record the Worst Losses; Texas and Nebraska Lead in Monthly Job Increases, While Washington and Maine Experience Largest Declines
Overview: The Office of Federal Contract Compliances Programs (OFCCP) issued revised final Pre-Enforcement Notice and Conciliation Procedures on August 4, 2023, which substantially altered the standards by which those contractors’ efforts will be evaluated in compliance reviews. The revised regulation culminates a process to rescind the existing rule that began a mere 15 months after the prior regulation was promulgated. The new rule becomes effective on Sept. 5, 2023.