Erica DyReyes

Reflect on the federal statute of limitations set forth by the Lilly Ledbetter Act. What is the usual time frame for employees to file most discrimination claims? Share your understanding, and let’s discuss the importance of such deadlines in HR law. The answer follows tomorrow at 3 PM EST. #WorkplaceLaw #DiscriminationClaims #HRCompliance #DistinctiveHR

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HR laws are constantly changing. This is a wonderful toolkit to help navigate the recent FLSA changes by the amazing Paul Falcone (if you haven't read any of his books yet, they are a must!). If you need help with FLSA changes or any other HR projects or questions, please reach out. Me and the HR Soul Consulting staff are here to be a helpful resource for you! #SoulifyYourHR #HR

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🚨 EEOC Cracks Down on EEO-1 Reporting 🚨 In a sweeping action, the U.S. Equal Employment Opportunity Commission (EEOC) sued 15 employers across 10 states for failing to submit mandatory EEO-1 Component 1 data reports for 2021 and 2022. Some may recall that you did just file your 2022 EEO-1 reports in December 2023 and January 2024. But the window for 2023 EEO-1 Component 1 data collection is between April 30 and June 4 in 2024. What this means for employers: -Mandatory Reporting: As a reminder from the EEOC “Federal law requires employers with 100 or more employees to submit workforce data to the EEOC. The data collected includes workforce information by job category and sex, race, or ethnicity. This workforce demographic data is used for a variety of purposes including enforcement, analytics and research, and employer self-assessment.” -Serious Consequences: While there are no financial penalties for non-compliance, late filing, or failure to file, may lead to penalties, including a court order to file. Employers may be held in contempt for failing to respond. Federal contractors and subcontractors that fail to comply may have their contracts terminated, or be prohibited from being awarded government contracts in the future.  Companies that willfully falsify EEO-1 reports are at risk of fines, or in some cases imprisonment. In 2023, the EEOC entered into an alliance with the Department of Labor Wage and Hour Division. Unlawful compensation practices, and employment discrimination based on protected classes are two target areas for potential investigation and enforcement. -Don't Delay: The deadline for 2023 EEO-1 reports is fast approaching (June 4, 2024)! Gather your data now and ensure timely submission to avoid penalties. How to mitigate liability: -Review your records: Confirm whether you've submitted all required EEO-1 reports. -Submit missing reports ASAP: If you're behind, prioritize catching up to avoid being the 16th employer to be sued. Typically, the EEOC does not provide for extensions. -Consult with an expert: As always, if you have questions or concerns about EEO-1 reporting requirements, seek legal counsel. Don't let EEO-1 reporting fall through the cracks. Prioritize this critical task to protect your company. EEOC Press Release: https://lnkd.in/gtZDxfEW #EEOC #EEO1 #compliance #HR #employmentlaw #diversityandinclusion

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The correct answer is D - Sibling. The U.S. federal FMLA covers parents, spouses, and children, but not siblings. Knowing these details helps ensure proper HR compliance and support for employees. Thank you for participating! Let’s continue to explore important HR topics together. #HRCompliance #FMLA #HRPractice #DistinctiveHR

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Have you seen the term “outsourced recruiting,” but aren’t sure exactly what it means? Long story short, we work within your system to keep the hiring process moving and fill your positions faster. Learn more about this and other recruiting services Purple Ink llc offers here: https://loom.ly/aoXcTGs #Recruiting #TalentAcquisition #PurpleInkHR

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