Florida Minimum Wage Increase in 2009

The state of Florida will increase its minimum wage by 3 cents, which means, from the current $7.21 per hour to $7.24 per hour on July 24, 2009. At the same time, the federal minimum wage will increase to $7.25 per hour.

Of course, the change has a number of ramifications for Florida employers. They must update their state and federal minimum wage posters in the workplace.

This is the second time for Florida to change the minimum wage this month. On July 24, 2009, the federal minimum wage will increase to $7.25, so the minimum in these thirteen states will increase $7.25 per hour, too.

The change in the federal minimum wage will affect most of the employers in the United States. The companies earning $500, 000 or more annually will conform to the federal law.

When an employee qualifies for his or her state’s minimum wage and for the federal minimum wage, the worker is entitled to whichever wage provides the greater benefit to the employee

Illinois Minimum Wage Increase to $8.00 per Hour in 2009

The Illinois will increase its minimum wage from $7.75 per hour to $8.00 per hour on July 1, 2009. This new rate puts Illinois in the fourth state for highest minimum wage, with California, Massachusetts, and Connecticut.

Washington’s minimum wage, $8.55 per hour is the nation’s highest minimum wage. The second highest minimum wage appears in Oregon, $8.40 per hour. In Vermont, the minimum wage is $8.06 per hour. All the three states have annual cost-of-living increases. Illinois doesn’t have t this increase.

Minimum wage increases come on July 1of this year in Illinois, while the federal rate increases to $7.25 per hour this year. In 2010, the Illinois rate goes up another 25 cents an hour, to $8.25 per hour.

The Illinois Department of Labor has estimated that about 650,000 workers will benefit from the increase in the minimum wage.

Illinois’ minimum wage increases have garnered the praise of Beatrice Jackson, President of ACORN (the Association of Community Organizations for Reform Now). “For thousands of working families who live on the brink of poverty, the increase in Illinois’ minimum wage will help workers afford basic necessities that so many of us take for granted, like food, clothing, housing and education,” she said.

New Illinois Sexual Harassment Law

A new ruling about sexual harassment was released by the Illinois Supreme Court that an employer is responsible for sexual harassment by an employee who happens to be a supervisor. This ruling makes Illinois employers train supervisors and managers to prevent sexual harassment and a hostile work environment.

In Sangamon County Sheriff’s Department v. Illinois Human Rights Commission, the judge ruled on April 16, 2009 that the employer was strictly liable for any manager’s or supervisor’s actions.

In a 4-2 ruling, the Illinois Supreme Court upheld the lower court’s ruling that the sheriff’s department could be held strictly liable in such circumstances.

According to the Illinois Supreme Court, “The issue in this case is whether an employer is strictly liable under [the IHRA] for the ‘hostile environment’ sexual harassment of its supervisory employees, where the supervisor has no authority to affect the terms and conditions of the complainant’s employment. The answer is yes.” The court added that the employer is reasonable for the harassment by the supervisor.

Retail Worker Safety

Retail workers sell various kinds of products in stores. From super market to grocery stores as well as specialty shops, safety is a very important aspect during the business process.

A usual hazard for retail workers is injury owing to slips, trips, and falls. So, it is necessary to wear comfortable and safe footwear with non-slip soles. Maintain good housekeeping around the worksite so as to avoid tripping hazards. Clean up the piled debris timely to avoid falling down.

Use good lifting techniques when you hand and lift materials, such as keeping a straight back and using leg muscles to power the lift. Arrange your work for your work day to avoid repetitive motion injuries. Change your working, standing, and seated positions throughout the day. It’s better not to stay in the same position all day long.

As a retail worker, pay attention to workplace viomence hazards. Make preparation of handling violence if it occurs. If you work alone, be aware of keeping the back doors secure. Retail workers can often change jobs. Get the training for the work assignment and the tools you use. Wear porper clothing while doing the work and learn about the first aid so as to help yourself, coworkers, and the public once the accident occurs.

The Most Important HR Skill

Human Resources is the people that staff and operate an organization. Human Resources is also the organizational function that deals with the people and issues related to people such as conpensation, hiring, performance management, and training. A Human Resource is a single person or employee within your organization. Learning about the Human Resource skills will benefit for your HR Management.

There are five stages of consulting. The first one is Contracting, which begins with opening a file for the assignment and establishing relationships with the customers and then listenting carefully what the customers need for the HR. This is the crucial part through all the stages.

The second stage is Data Collection and Analysis. During this step, it is very important to understand the challenges and situation which the customers face. Preparing to anticipate the problems will benefits you l lot.

The third stage is to formalize the Recommendation. This stage should start with the statement of the customer’s needs and end with a confirmation of the resources.

The fourth stage is Execution. The execution is based on the previous stages. Only the first three stages are done well could execution stage being carried out well.

The last stage is Evaluation, Reporting, and Change. Evaluaiton is an simple thing but the most important feecdback is to ask the customer whether he is satisfied and then your assignment is completed. Save your consulting records and make reference while you come across the similar consultation.

New H-1B Visa Restrictions Release

New restrictions for employers who receive stimulus find to hire foreign workers through the H-1B visa program was recently outlined by the Department of Homeland Security. On March 20, 2009, the U.S. Citizenship and Immigration Service announced these regulations.

Employers who receive TARP funds will need to provide additional statements to the U.S Department of Labor. It is to show that they have made good-faith attempts to fill the positions with qualified American workers.

H-1B regulations are generated under the Employ American Workers Act or EAWA which was signed on February 17, 2009. However, the new provisions are in effect until February 17, 2011. H-1B visas are granted for maximum of 6 years to highly-skilled, temporary foreign workers, such as IT industry, including computer programmers and software engineers.

Before hiring an H-1B worker, any employer who has accepted TARP funds must take a number of actions. The employers can use industry wide standards to make a good-faith effort to recruit and hire qualified U.S. workers. Employers must also show that they have offered the job to any U.S. worker who applies and is equally as qualified as (or better qualified than) the H-1B worker.

New Pregnancy Discrimination Regulations

According to a recent EEOC discrimination suit, employers should be cautious about routinely requiring fitness-for-duty certification from pregnant workers. This suit involved Britthaven, Inc. a corporation that owns and operates a chain of nursing homes and assisted living facilities.

Since 2002, the EEOC charged that the employer has subjected pregnant employees to different terms and conditions of employment, compared to non-pregnant employees. Specifically, the pregnant women are required to furnish a full medical clearance in order to continue working, even if the employee took no time off and did not indicate that she couldn’t perform her usual duties. This was contrast to the treatment of non-pregnant employees.

This practice resulted in employees being forced to take medical leave or were terminated in spite of the fact that they were fully able to perform all their job duties.

“Working women who chose to have children, should not be penalized or treated differently than other employees simply because they are pregnant,” said Lynette Barnes, regional attorney for the EEOC. “Employers must remember that paternalistic attitudes toward pregnant employees that result in unequal treatment at work violate federal law.”

In the past, pregnant workers are often required to work in the last 30 to 60 days of a pregnancy. That practice is now called into question, unless the employee has taken time off or otherwise indicated that she has restrictions or limitations.