Overview: Employers must remain compliant with the various federal and state laws and regulations that impose reporting requirements. While many of these requirements vary depending on an employer's industry or its contractual relationships, most employers must comply with equal employment opportunity (EEO) reporting requirements. In addition, the Occupational Safety and Health Administration (OSHA) requires a number of reports depending on the employer's particular circumstances. Regarding environmental protections, employers in certain states may have additional requirements than those imposed by the federal Environmental Protection Agency (EPA). Employers in the pharmaceutical industry have different reporting requirements than those in the transportation sector. However, reporting of new hires, retirement benefits and health and welfare plans are subject to strict regulatory rules across industries.
Although some employers may view such requirements as costly and onerous, proper recordkeeping practices and sound internal audit procedures will lessen the possibility of future fines and penalties.
Trends: Due to several high-profile corporate frauds, reporting requirements in the financial sector have increased in the past decade. Various stakeholders continue to track the rising costs of additional reporting requirements under the Sarbanes-Oxley Act of 2002 (SOX) and the Dodd-Frank Wall Street Reform and Consumer Protection Act of 2010 (Dodd-Frank).
Author: Marta Moakley, JD, Legal Editor
Multistate employers face the challenge of complying with not only federal laws, but also differing state and local laws. This section highlights some of the states' differences in terms of preemployment testing and background checks, noncompetition and nonsolicitation agreements, and discrimination, pay and leave rules.
The Recordkeeping for Employee Management Purposes Section of XpertHR's Employment Law Manual has been updated in Future Developments to reflect OSHA's final rule requiring all federal agencies to submit their injury and illness data to the Bureau of Labor Statistics every year.
XpertHR is on track to have all 50 states and the District of Columbia by the end of July. We are completing states on a rolling basis until then and are now up to 32 "states" with the completion of Wisconsin this week.
XpertHR is on track to have all 50 states and the District of Columbia by the end of July. We are completing states on a rolling basis until then and are now up to 27 "states" with the completion of Delaware this week.
XpertHR is headed to Atlanta for the 2012 SHRM Conference. But getting ready for the conference has not slowed XpertHR's editors down one bit. This week, they completed two new states and added 20 FAQs, two How Tos, five FMLA letters, a New Hire Reporting Form and a task.
We now cover the complete spectrum of labor and employment law for Illinois employers.
XpertHR's comprehensive Employment Law Manual now includes practical, compliance-driven content from all 50 States and the District of Columbia!
This Supervisor Briefing examines the law and best practices regarding OSHA recordkeeping, posting and reporting in the workplace, including topics such as what, when and where to post, record and report an injury or illness in the workplace, and a self test.
An employer may use this checklist to ensure they have complied with all OSHA posting regulations, including distributing mandated OSHA forms, maintaining proper recordkeeping standards and implementing particular safety policies.
HR guidance on reporting requirements.