Denizen Immigration’s Post

We have seen an increase of activity in I-9 and worksite compliance investigations for H-2B businesses, and we only expect those to increase in the coming years. I suggest proactive preparation, solid audit files, internal audit checks, and understanding the rules and regulations to turn these investigations from stressful to stress-free (well, as stress-light, anyway).

Understanding Collective Bargaining Agreements (CBAs) and Why They Matter A Collective Bargaining Agreement (CBA) is a vital tool in safeguarding workers' rights and promoting fair labor practices. We believe that CBAs are more than just legal documents; they are a testament to the collective power of workers. CBAs are agreements negotiated between the union and employers to define terms and conditions of employment. They cover critical areas like wages, working hours, overtime pay, health benefits, leave policies, and workplace safety. These agreements ensure that workers’ voices are heard and their rights respected. Why are CBAs important? Promote Fairness: CBAs create a structured framework for equitable treatment, ensuring that no worker is left behind. Enhance Job Security: They protect employees from arbitrary dismissals or unfair practices. Improve Working Conditions: Through CBAs, unions can push for better workplace safety and health standards. Foster Harmony: CBAs reduce disputes by providing clear terms and a mechanism for resolving grievances. #WorkersRights #CBAs #FairWork

In Korea, the Labor Standards Act is in place to protect workers, and this law provides strong protection for employees. Specifically, it regulates working hours, minimum wage, vacation, and dismissal. One key aspect is the minimum wage, which is legally set by the government every year. All employers are required to comply with this wage standard. Additionally, Korea has strict legal requirements regarding dismissal. There must be a justifiable reason for dismissal, and the employer must provide evidence of that reason. When a foreign company enters the Korean market, it is crucial to fully understand and comply with Korean labor laws. In particular, it’s important to ensure that labor contracts, working hours regulations, and wage policies are aligned with local laws. Given the strict legal regulations in Korea, foreign companies should be well-prepared. The best approach to managing legal risks is prevention. If you are planning to enter the Korean market, I highly recommend seeking expert advice on personnel management and labor law during the initial stages of your business setup. If you are already operating in Korea, it’s essential to regularly review your operations to ensure full legal compliance.

Stay compliant! Starting July 1, 2024, the Fair Labor Standards Act's minimum salary levels for 'White Collar' exemptions are changing. Stay informed about what's happening: - July 1, 2024: Exempt employees need a minimum salary of $844/week ($43,888 annually). - Highly compensated employees must earn $132,964. - January 1, 2025: Exempt salary threshold rises to $1,128/week ($58,656 annually), with highly compensated employees needing $151,164. Keep in mind state laws may vary. Click to here to read more: https://lnkd.in/gyXXKp-u #HRCompliance #HR #HumanResources

🔎 Understanding the Employment Claims Tribunal (ECT) in Singapore 🔎 📢 Are you aware that the Employment Claims Tribunal (ECT) is now the main court handling all disputes related to salary, overtime, termination, and wrongful dismissal, including maternity benefits claims? The ECT has replaced the Labor Courts at the Ministry of Manpower for resolving employment disputes between employers and employees. ⚖️ Did you know? Employers must represent themselves at the ECT—lawyers are not allowed to represent employers. 💡 Why is this important? As an employer, when representing your company, it's essential to: - Understand the key issues at hand. - Familiarize yourself with the processes and Standard Operating Procedures (SOP) of the ECT. - Articulate your case effectively to ensure a smooth and fair hearing. Stay informed and protect your business! Learn more at https://lnkd.in/gszjeTqP #EmploymentClaimsTribunal #SingaporeLaw #EmployerTips Enhance your HR Competencies with HRSINGAPORE's HR Certification, HRLAW Seminars, HR Training courses, and HR Consultancy Services. Visit www.hrsingapore.org

📢 Attention Employers!     The Department of Labor (DOL) is increasing the salary threshold for FLSA exemption. This change might affect your payroll and compliance procedures. Stay ahead and ensure fair compensation practices in line with FLSA regulations. 🔍 For more details, check out HireLevel.'s own Summer Vanderbilt, SHRM-CP, CSP's latest video! https://lnkd.in/gjte23ej #hrcompliance #flsa

🔍 Navigating Labour Law Compliance in 2024: Key Updates and Best Practices 🏛️ Compliance with labor laws is critical for all organizations. With the changing legal landscape, here are some essential changes and recommended practices to keep your company on track: 1.      Wage and Hour Regulations: Ensure that you are in compliance with the most recent federal and state minimum wage and overtime standards. Audit your payroll procedures on a regular basis to prevent expensive fines. 2.      Employee Classification: Misclassifying employees as independent contractors has serious effects. Review your worker classifications and make any necessary changes to comply with the most recent requirements. 3.      Workplace Safety: Follow OSHA requirements to ensure a safe and healthy working environment. To stop workplace accidents, do routine safety inspections and training. 4.      Anti-Discrimination Policies: Revise company policies to reflect current legislative changes and prevent discrimination and harassment. Continually train your management and staff members. 5.      Documentation Requirements: Keep accurate and up-to-date records on employee hours, earnings, and other key employment information. This is crucial for compliance and can safeguard your organization during audits. 📢. Remain vigilant and knowledgeable! Complying with labour laws is about more than simply avoiding fines; it's about making the workplace equitable and productive for everybody. #LaborLaw #Compliance #HR #WorkplaceSafety #EmployeeRights

Some changes to the Saudi labor law, announced on August 23, 2024, aim to enhance employee rights and create a balanced work environment. These updates seek to support both employees and employers, contributing to fairness and efficiency in the workplace. The changes will take effect on February 19, 2025. Examples of the New Amendments: 1. Employers must provide either a housing allowance or suitable accommodation for employees. 2. Employers must offer either a transportation allowance or appropriate transportation. 3. For open-ended contracts, resignation requests must be addressed within 30 days; otherwise, they will be automatically approved. 4. Overtime hours must be compensated either monetarily or with paid leave. 5. Bereavement leave for the death of a sibling is now officially recognized and is set at 3 days. 6. Maternity leave has been extended to 12 weeks. 7. The probation period has been extended to a maximum of 180 days. 8. Contracts cannot be terminated unilaterally during the probation period. These amendments reflect the ongoing commitment to fostering a productive and supportive work environment for all parties.

Have you been under paid? Did you know that you have to be paid at least the minimum national wage plus any other specific wage minimums and entitlements as set out in the applicable Modern Award, Enterprise Agreement, Fair Work Act 2009 and contract of employment? If you are unsure as to whether you are being paid correctly, we can assist you. 🔹 Am I being underpaid? If your employment is covered by a Modern Award or Enterprise Agreement, there are very specific obligations that your employer must comply with. A failure to pay the applicable minimum wage or other entitlements (such as overtime, penalty rates and leave loading) can be a very serious breach of the Award and Fair Work Act. Employers who breach an Award provision or clause of the Fair Work Act can be penalised up to $63,000.00 per breach for a corporation and up to $12,600.00 per breach for any individual knowingly involved in the contravention. These penalties are indexed every year. There are also substantial penalties for employers who exploit vulnerable workers such as migrant workers. If you believe you are being underpaid it is important that you retain records of the underpayments, such as rosters, timesheets, diary entries and pay slips showing what you have been paid. This information will greatly assist any underpayments claim you pursue. 🔹 What are my options? We can assist you with calculating the value of any underpayment including any possible penalties that your employer may be exposed to if not remedied. Many underpayment disputes can be resolved amicably out of court, through strategic negotiation with your employer. If the dispute cannot be resolved, there are several options that may be available to you. These include, complaints lodged with the Fair Work Ombudsman, claims through the Federal Circuit or Federal Court of Australia and employment claims through local Magistrates Courts. Contact us to assess whether you are eligible and which process is best suited to your claim. #EmploymentLaw #australianemploymentlawyer #affordableemploymentlawyer

https://lnkd.in/eZiEQ4kq The Employment Regulation (Amendment) Order (Contract Cleaning Joint Labour Committee) 2022 (ERO) came into effect on the 01 April 2022. The Employment Regulation Order (ERO) fixes the statutory minimum rates of pay and other conditions of employment for workers employed in the contract cleaning industry. This ERO does not affect in any way already existing agreements (if equal or better) be they local, national, official, or in-company. Nothing in this ERO shall be taken to exclude, limit or be in any way inconsistent with the rights of any worker under any statutory enactment. Basic hourly rates of pay from 01 June 2024