New Form I-9 Released in March 2013

The United States Citizenship and Immigration Services (USCIS) released the new I-9 Employment Eligibility Verification Form this month. Employers are required to start using the new form version immediately but the USCIS has given a 60 day grace period until May 7, 2013. Please note, failure to properly complete and retain the Form I-9s correctly can result in civil money penalties of up to $1,000 per I-9 in violation and, in some cases, lead to criminal penalties.

Most of the form changes are in format, additional fields and more instructions to employers. To avoid any claims of discrimination, do not have current employees complete the new Form I-9 if there is already a properly completed I-9 on file, unless reverification applies.

To download the new Form I-9, please click here. For more information on the new Form I-9, please contact your Lowden & Associates partner at 770.248.0401.

Telecommuting Concerns…4 Areas of Possible Liability

The trend of employees who are telecommuting is picking up even more steam. In 2009, 34 million employees telecommuted in the United States, at least part of the week. Estimates are that by 2016, 63 million workers, or 43 percent of the US work force, will telecommute. The benefits of allowing telecommuting are numerous and wide ranging: increased productivity; increased job satisfaction; reduced absenteeism; lower employee turnover; reductions in traditional fixed expenses such as energy costs, office rental, and parking; improved customer service; improved employee morale; and reduced employee stress and improved wellness.

However, there are important legal and HR compliance concerns that every employer who permits telecommuting should know about.

1)  Wage-Hour Laws. You are still responsible for staying in compliance with all state and federal overtime laws for telecommuting employees. Establish a policy that clearly states what work is permissible and when. Also, you could chose to automatically record, by computer, the number of hours worked online each week.

2) Workplace Safety Laws. The Occupational Safety and Health Act which makes employers responsible for workplace safety applies to telecommuters, even those working from home. Employers may require telecommuters to have a designated workplace inspected and approved by the company.

3) Confidential Information.  Employers can require telecommuting employee to follow certain protocols with regards to passwords and secure protected networks.

4) Texting While Driving. With mobile smartphones, employees can work from their phones anytime, anywhere. Employers should institute the appropriate policies and procedures in regards to prohibiting texting while driving.

For more information on policies for telecommuters, call your Lowden & Associates partner at 770.248.0401.

Are You an Effective Leader During Times of Change?

A company’s ability to change and adapt to new challenges is a key component of sustained success, but change is not always easy. In fact, 70 percent of change initiatives fail to deliver the intended outcomes. The prolonged effects of the recession has impacted more than just people’s income, productivity and employment figures. The workplace has become much more risk adverse.

One of the most impacted groups is in company leadership. More executives seem to be reaching the point of an overwhelming reluctance to be bold with change. Instead, executives are increasingly crouching into a defensive position and not leading the charge for change. This can cause employees to become cynical, disengaged and unproductive. Eventually the top talent will flee for the exit doors.

So, what are some signs that executives are pulling back? Below is a list of the behaviors these executives typically exhibit:

- A subconscious reaction to stress and anxiety

- The desire to avoid rocking the boat, dodging risk or confrontational situations

- Going out of their way to prevent taking the fall

- Micromanaging team members

- Holding a tight control over communications

- Intentionally not listening or dismissing unwanted and/or challenging feedback

Leading through changes is all about increasing employee dedication and commitment to a new vision while minimizing devotion to the status quo. The leaders who are effective during change mobilize employee energy to create action plans for the movement.

Below are six ways for an executive to become a more effective change leader:

1) Allow for thinking to be challenged in order to take a broader view

2) Evaluate opportunities to influence top leaders to create alignments for intentions

3) Fight for the values of the change

4) Actively engage the team and address any concerns of the employees

5) Create and sell a compelling change story

6) Have frequent recognition of quality performances

For more information, contact a Lowden & Associates partner at 770.248.0401.