Texas Workforce Commission’s Post

Check out our complimentary webinar on Feb 14th regarding an employer's duty to accommodate.

Attention all business owners and HR professionals. New legislation soon coming. Are you prepared? Do you like spending your valuable time researching legislation? Let us do all that heavy lifting for you! Book your demo today at www.hrdownloads.com

Curious about workers' compensation waiting periods? A workers’ compensation “waiting period” is the number of days an employee must be off work before receiving wage-loss benefits. This waiting period is established by state law, and differs from state to state. In a blog post, SFM - The Work Comp Experts discusses in depth what the waiting period is, wage-loss benefits and when they'll be able to return to work. Learn more here: https://ow.ly/YbkA50Qtgxr

💡 Get the insights and knowledge you need to succeed as an employer in #Texas at the Texas Conference for Employers (TCE). 🎤 Learn from expert speakers who will guide you through topics such as: payroll, workers’ compensation, unemployment claims & appeals, and more. 📍 Register today for the #Lubbock conference on May 31 or find another event near you! 🔗 https://lnkd.in/ePnR2xGa #TCE2024 #TXConference #TXEmployers #networking #conference #employers #HumanResources #managers #HR

📢 Due to the overwhelming number of requests, the participation deadline for ALA's 2024 Compensation and Benefits Survey and its companion, the 2024 Large Firm Key Staff Compensation Survey, has been extended to 𝐅𝐫𝐢𝐝𝐚𝐲, 𝐉𝐮𝐥𝐲 𝟏𝟗. This is your last opportunity to provide comprehensive information on #lawfirm salaries, benefits, staffing ratios and turnover. Your participation is crucial to making the report a success. 📊📝 Participate now: https://ow.ly/AaHf50SBstL #ALABuzz #LegalIndustry #CompensationAndBenefits

🚨 🚨 🚨 🚨 🚨 🚨 🚨 Per the legislation, the minimum benefits for a permanent or temporary partial disability will increase as follows: 💫 01/01/2024—$275 💫 01/01/2025—$325 💫 07/01/2026—increased to one-fifth of the state average weekly wage.

🚨 Responding to Labour’s New Workplace Reforms 🚨 As outlined in the King’s Speech last month, PM Sir Keir Starmer's new government is set to roll out significant labour reforms, with a focus on workers' rights, skills, and economic growth. This is a moment of change—and with change comes opportunity. ManpowerGroup has put together a Do’s and Don’ts Checklist for UK Hiring Managers to help you navigate these changes effectively. 🔹DO: Stay proactive. Review Labour’s Plan to Make Work Pay, and invest in a workforce planning audit. 🔸DON’T: Panic or delay. These changes will unfold gradually, and there are solutions available now. Tania Bowers from APSCo reminds us: “Now is the time for employers to review their processes... thinking more strategically about their headcount planning... this is an opportunity to define the professional self-employed in law.” Read the full guide here: https://lnkd.in/e-XyUysS #APSCo #Recruitment

If you are looking to get up to speed with the complex world of Workplace Relations & Workers Compensation you might like to check out this webinar, hosted by our friends Hicksons Lawyers and including one of our committee members, Alex Beal on the panel 👇

NEW OBLIGATIONS UNDER THE WORKERS COMPENSATION ACT January 1, 2024 brought changes to the Workers Compensation Act (the “Act”) including a duty to cooperate and a duty to maintain employment. At the end of the two year period: *if the worker has not returned to work, the employer’s obligations end, *if the worker has returned to work and is carrying out suitable work, the *employer’s obligation to offer pre-injury or alternative work ends; or *if the worker has returned to work and is carrying out pre-injury work, alternative *work, or suitable work, the obligation to make changes to the work and *workplace necessary to accommodate the worker’s injury is ongoing. The reciprocal duties imposed on the worker and the employer include: *contacting each other as soon as practicable after the injury and maintaining communication, *identifying suitable work for the worker that, if possible, restores the full wages *the worker was earning pre-injury, *informing the Board of the workers return to or continuation of work; and *responding to any requests of the Board. https://ow.ly/WfPL50QoTlX #groupbenefits #employeebenefits #consulting #leadership #communication #culture #compensation #wellness #employeeengagement #cgib #productivity #roi

NEW OBLIGATIONS UNDER THE WORKERS COMPENSATION ACT January 1, 2024 brought changes to the Workers Compensation Act (the “Act”) including a duty to cooperate and a duty to maintain employment. At the end of the two year period: *if the worker has not returned to work, the employer’s obligations end, *if the worker has returned to work and is carrying out suitable work, the *employer’s obligation to offer pre-injury or alternative work ends; or *if the worker has returned to work and is carrying out pre-injury work, alternative *work, or suitable work, the obligation to make changes to the work and *workplace necessary to accommodate the worker’s injury is ongoing. The reciprocal duties imposed on the worker and the employer include: *contacting each other as soon as practicable after the injury and maintaining communication, *identifying suitable work for the worker that, if possible, restores the full wages *the worker was earning pre-injury, *informing the Board of the workers return to or continuation of work; and *responding to any requests of the Board. https://ow.ly/8T9s50QoTh9 #groupbenefits #employeebenefits #consulting #leadership #communication #culture #compensation #wellness #employeeengagement #cgib #productivity #roi