Compliance Whitepapers
Government compliance can be cryptic, but it's an essential part of the human resources process. Learn about how recent changes to compliance laws and how human resources software can ensure that your business adheres to workplace regulations.
Cost-Effective Compliance What it Consists of and How to Achieve It
Sarbanes-OxleyTM. Also known as “SOX.” Two names that appeared within the last decade and now typically evoke a reaction among executives and IT professionals alike that usually includes much head-shaking and eye-rolling.
Avoiding Costly Fines: A 2011 Guide to Compliance Mandates
For more than twenty years, Sage has been a leader in the development of Human Resource Management Systems (HRMS) software. Midsized businesses nationwide have implemented our popular Sage Abra HRMS solutions. From those experiences, we've learned that compliance is one of the top challenges facing any human resources department. It can be difficult to stay on top of all of the state and federal workforce laws, regulations and reporting requirements.
Outline of Federal Employment Law Recordkeeping Requirements
Outline of federal employment law recordkeeping requirements including: Personal Records, Records relating to employment tests, employment opportunities, Online/Internet application records, Apprentice programs, Payroll records, Time cards and schedules, Wage differential, General business records, Minor employees, Federal contractors & subcontractors of federal service contracts, Government reports, Misc. documents including agreements, contracts, certificates, benefits, Affirmative action employers, Family and medical leave act records, Immigration records, Records of self-identifying veterans and individuals with disabilities, Employee benefit records, and more.
Homeland Security Focuses Immigration Spotlight on Employers: ICE Launches Hundreds of I-9 Audits
In the Obama administration's first major workforce-compliance enforcement action, Immigration and Customs Enforcement (ICE) recently notified 625 employers of plans to audit their I-9 forms and files. The Department of Homeland Security (DHS), the agency in charge of ICE, announced that it served "Notices of Inspection" to these businesses…
Sage Abra LearningAction Compliance Training
The U.S. Supreme Court released two key decisions in June of 1998. As a result of these decisions, a company can dramatically reduce the likelihood of liability through an affirmative defense if it can show, by a preponderance of the evidence, that it (a) exercised reasonable care to prevent and correct promptly any sexually harassing behavior, and (b) that the plaintiff employee unreasonably failed to take advantage of any preventative or corrective opportunities provided by the employer. (Note that this defense is available whenever the employee has not suffered tangible employment action as a result of the alleged harassment -- e.g., been fired or denied a promotion.)
What is the Sarbanes-Oxley (SOX) Act of 2002?
Following the bankruptcy of Enron in 2001, Congress responded to heightened public concern about corporate integrity and accounting firm irregularities by passing the Sarbanes-Oxley Act of 2002 on July 30, 2002. The law's provisions are generally intended to (1)establish greater independence between public accounting firms and their audit clients; (2) remove incentives for management misrepresentation of the corporation's financial condition; (3) provide sanctions for corporate-accounting firm misconduct; and (4) establish oversight of the accounting practice…
Sarbanes-Oxley Compliance White Paper
In 2002, Congress passed new regulations designed to improve corporate governance of public corporations and reduce fraudulent corporate financial reporting. The U.S. Public Company Accounting Reform and Investor Protection Act of 2002, commonly referred to as the Sarbanes-Oxley Act, intends to rebuild investor confidence in public corporations after a wave of high publicity corporate accounting scandals that began with the Enron crisis…
Avoiding Costly Fines: A Guide to Current Compliance Mandates
What every manager in a small to mid-sized business needs to know. View all current compliance mandates.
Understanding the 2007 EEO-1 Reporting Changes
In 2006, the Equal Employment Opportunity Commission (EEOC) announced the first significant changes to the Employer Information Report (EEO-1 report) since the report's inception in 1966. Beginning with the 2007 reporting cycle, companies will be required to report on new ethnic and racial information for employees, as well as revised job categories.
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