New NLRB Poster Requirement - new effective date of the rule is Jan. 31, 2012.

New NLRB Poster Requirement : new effective date of the rule is Jan. 31, 2012.

Below is information about the new National Labor Relations Board (NLRB) required poster describing employee rights under the National Labor Relations Act.
The National Labor Relations Board has postponed the implementation date for its new notice-posting rule by more than two months. The new effective date of the rule is Jan. 31, 2012.
The Board’s jurisdiction extends to most small business owners. However, some very small employers whose annual volume of business is not large enough to have more than a slight effect on interstate commerce are exempted. In the case of retail businesses, including home construction, the Board’s jurisdiction covers any employer with a gross annual volume of business of $500,000 or more. The Board’s non-retail jurisdictional standard applies to most other employers. It is based on the amount of goods sold or services provided by the employer out of state (called “outflow”) or goods or services purchased by the employer from out of state (called “inflow”), even indirectly. Under this standard, the Board will take jurisdiction over an employer with an annual inflow or outflow of at least $50,000. See “Frequently Asked Question” Link below for more details about the Board’s jurisdiction standards.
A workplace poster that describes employee rights under the National Labor Relations Act is now available for free download from the NLRB website at www.nlrb.gov/poster
Private-sector employers within the NLRB’s jurisdiction will be required to display the poster where other workplace notices are posted. The National Labor Relations Board has postponed the implementation date for its new notice-posting rule by more than two months in order to allow for enhanced education and outreach to employers, particularly those who operate small and medium sized businesses. The new effective date of the rule is Jan. 31, 2012. The decision to extend the rollout period followed queries from businesses and trade organizations indicating uncertainty about which businesses fall under the Board’s jurisdiction, and was made in the interest of ensuring broad voluntary compliance. No other changes in the rule, or in the form or content of the notice, will be made. Employers who customarily post personnel rules or policies on an internet or intranet site must also provide a link to the rights poster from those sites. In addition, copies of the Notice will soon be available without charge from any NLRB regional office.
For further information about the posting, including a detailed discussion of which employers are covered by the NLRA, and what to do if a substantial share of the workplace speaks a language other than English, please see our Frequently Asked Questions. . For questions that do not appear on the list, or to arrange for an NLRB presentation on the rule, please contact the agency at questions@nlrb.gov or 866-667-NLRB.

NYS New Hire Reporting Law Information effective 7/15/2011

To CDO Business Community:

As of this Friday (July 15, 2011), all New York state employers will have to report their newly hired or rehired employees’ information to the Department of Taxation and Finance.

The New Hire Reporting Law is an attempt to move people off NY state-funded health insurance programs that should not be on them. Under the provisions of the law, employers must report an employee’s name, address and Social Security number, along with the employer’s name, address and identification number assigned to them by the Internal Revenue Service, and whether dependent health insurance benefits are available for the new employee. This information must be reported within 20 days of the new hire.

Failure to provide the information in a timely manner or to provide accurate information will result in a $20 fine per employee for which the state did not receive accurate or timely information

Additional information from NYS Dept of Tax & Finance relating to how and where to report new hire information is listed below. If you need additional information, please feel free to contact me.

http://www.tax.ny.gov/bus/wt/newhire.htm

http://www.tax.ny.gov/bus/wt/newhire_rules.htm


Alan Sessions, Business Services Rep.
Dept. of Labor & CDO Workforce
12 Dietz St., Oneonta, NY 13820
607-432-4800, Ext. 103
alan.sessions@labor.ny.gov

NYS Labor Info on Interns

Here is helpful info for any nonprofit using interns or considering interns.

JSEC Facilitating Professional Human Resources Study Group and Learning Systems

Greetings,
Otsego/Delaware and Chenango JSECs are interested in assisting local HR Professionals in obtaining the Professional in Human Resources (PHR) certification. We are facilitating the start of a Professional in Human Resources (PHR) Certification Study Group and providing information about the SHRM (Society for Human Resource Management) Learning System. We need your help in starting the Study Group. To help please complete the survey below and return it to alan.sessions@labor.ny.gov

SHRM Study Group Survey:
1. Are you interested in participating in a SHRM Study Group?

2. What days of the week and/or times of the day are you available for participating in a Study Group?

3. How often are you willing to meet?

4. Are you available to meet on weekends?

5. Would you or your employer be interested in purchasing a SHRM Learning System at an estimated cost of $500? (more details will be available soon)

6. What support do you expect from your employer? (i.e. Reimbursement of SHRM Membership, Exam Fees, purchase of Learning System, Time Off for Study Group)

7. Can you participate in a Study Group that met in Norwich? If not, Oneonta or Sidney?

8. Please provide your contact information.

Thank you!

We have been very fortunate to have Kim Parker, SPHR, volunteer to facilitate the study group. Kim Parker has her SPHR, and is the Human Resources Strategy & Programs Manager for The Raymond Corporation. Below is general information about the PHR Certification. The Study Group is also being co-sponsored by The Raymond Corporation, CDO Workforce, and Morrisville State College.

Reminder about upcoming JSEC meetings: Otsego/Delaware JSEC Meeting, Thursday (tomorrow), February 3, 2011, 8:30am, CDO Workforce Center, 12 Dietz St., in Oneonta AND Chenango JSEC Meeting, Wednesday, February 9, 2011, 9am, CDO Workforce Center, 1 O’Hara Dr., in Norwich.

Alan Sessions, Business Services Rep.
Dept. of Labor & CDO Workforce
12 Dietz St., Oneonta, NY 13820
607-432-4800, Ext. 103
alan.sessions@labor.ny.gov

Why Earn Your PHR/SPHR Certification
Now is the time to boost your career, strengthen your department and help your organization grow. The Professional in Human Resources (PHR®) or Senior Professional in Human Resources (SPHR®) certification is more than a suffix, it will help:

• Ensure that your knowledge of HR topics and legislation is current and help protect your organization from risk.
• Provide you with the opportunity to join companies that are requiring certification for their employees.
• Demonstrate you have mastered the HR body of knowledge.

PHR/SPHR Requirements

To qualify for PHR or SPHR certification, applicant must meet the following requirements:

PHR eligibility requirements – four years of demonstrated exempt-level HR experience with less than a Bachelor’s degree; two years of demonstrated exempt-level HR experience with a Bachelor’s degree; or one year of demonstrated exempt-level HR experience with a Master’s degree or higher.

SPHR eligibility requirements – seven years of demonstrated exempt-level HR experience with less than a Bachelor’s degree; five years of demonstrated exempt-level HR experience with a Bachelor’s degree; or four years of demonstrated exempt-level HR experience with a Master’s degree or higher.

SHRM Learning System – PHR/SPHR Preparation
The SHRM Learning System provides the most effective PHR/SPHR training program because of the advanced learning techniques it delivers. The system uses printed workbooks and web-based study tools to teach you everything you need to know to prepare for your certification exam. The newly updated content reflects the HR Certification Institute body of knowledge and the needs of today’s HR professionals. The six modules will provide you with everything you need to achieve results.

Module 1: Strategic Business Management
Module 2: Workforce Planning and Employment
Module 3: Human Resource Development
Module 4: Total Rewards
Module 5: Employee and Labor Relations
Module 6: Risk Management

Exam Information:
PHR/SPHR Spring Exam Window – 5/1/11 – 6/30/11
Applications Accepted – 1/10/11 – 3/11/11
PHR Exam Fee - $300, $250 if SHRM Member
SPHR Exam Fee - $425, $375 if SHRM Member
Late Applications Accepted 3/12/11 – 4/15/11 ($50 non-refundable late fee applies)