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* Login * Contact * Resources * FAQs * Watch Demo * Register/Login Select Page * Resources * FAQs * Watch Demo * Register/Login * Login * Contact CUSTOM DESIGNED Compliance Reports| Auditocity is the only platform that can give you clear insights for compliance and best practices, no matter the size of your business. * You want to get things right. * We are here to help. * Meet your new HR best friend. Get HR Resources What's New In Compliance WHAT IS YOUR HR AUDIT IQ? Take the free 10-question quiz to find out. Take The Quiz LET’S FACE IT: COMPLIANCE IS A NEVER-ENDING TASK. AND BEST PRACTICES? CONSTANTLY EVOLVING. Searching for the latest state and federal compliance for your company. The ever-changing nature of the best way to operate your human resources functions. Avoiding costly fines and penalties and wondering if you are missing anything. NOW YOU HAVE A POWERFUL AUTOMATION PLATFORM ON YOUR TEAM. TRUSTED Proven audit framework used in some of the nation’s most well-known brands. DETAILED Thorough audit with over 380 questions ensures you are up-to-date. SECURE Easy to follow step-by-step guide safely collects your information. ACTIONABLE Get clear next steps on what to correct to become a best-in-class business. TRUSTED Proven audit framework used in some of the nation’s most well-known brands. DETAILED Thorough audit with over 380 questions ensures you are up-to-date. SECURE Easy to follow step-by-step guide safely collects your information. ACTIONABLE Get clear next steps on what to correct to become a best-in-class business. HERE’S HOW WE WORK Whether you are a small business owner, an HR leader in a mid-sized company, a consultant looking to add HR to your competencies, or a C-suite HR leader looking for a more cost-effective audit tool—Auditocity is for you. ANSWER QUESTIONS ABOUT YOUR COMPANY Tell us about your unique business using our exclusive, easy-to-use tool. COMPLETE CUSTOM AUDIT AND REVIEW FINDINGS Receive a comprehensive audit report with your next steps. ENJOY PEACE OF MIND WITH YOUR HR PROCESSES Now you can access year-round resources to eliminate compliance and HR guesswork. LEARN ABOUT AUDITOCITY Watch Demo "DIFFICULTY FINDING AUDITS AND ANSWERS ARE MAIN REASON BUSINESSES DON’T AUDIT MORE FREQUENTLY. AUDITOCITY MADE IT EASY TO KNOW WHAT WE NEED TO FOCUS ON." ~CHARLOTTE J., CFO | Financial Services | 100+ employees "DIFFICULTY FINDING AUDITS AND ANSWERS ARE MAIN REASON BUSINESSES DON’T AUDIT MORE FREQUENTLY. AUDITOCITY MADE IT EASY TO KNOW WHAT WE NEED TO FOCUS ON." ~CHARLOTTE J., CFO | Financial Services | 100+ employees "DIFFICULTY FINDING AUDITS AND ANSWERS ARE MAIN REASON BUSINESSES DON’T AUDIT MORE FREQUENTLY. AUDITOCITY MADE IT EASY TO KNOW WHAT WE NEED TO FOCUS ON." ~CHARLOTTE J., CFO | Financial Services | 100+ employees PreviousNext 123 WHY IS HR COMPLIANCE IMPORTANT? Human Resources (HR) compliance is crucial for any organization to ensure that it operates in a legally and ethically sound manner. HR compliance refers to the Read More WHAT IS A HUMAN RESOURCES AUDIT? Human Resources (HR) compliance is crucial for any organization to ensure that it operates in a legally and ethically sound manner. HR compliance refers to the Read More SUCCESS STORY: AVOIDED MILLIONS IN COSTLY FINES Our 15+ comprehensive compliance assessments help hundreds of brands save millions in fines, fees, and lost bottom-line revenue. For (client first name / industry) the audit revealed several areas that could have resulted in over $MM in fines. Thanks to their Auditocity report, they were able to make the necessary updates in time. Watch Demo MANY BUSINESSES DON’T REALIZE THAT THEY EVEN NEED AN AUDIT UNTIL IT’S TOO LATE. Take a look and see if an HR audit is right for you. Watch Demo SEE THE LATEST FROM OUR FREE RESOURCE LIBRARY THE DANGERS OF NOT COMPLYING WITH EEOC REGULATIONS By Gia Wiggins While running a business is a positive and rewarding experience, taking care of employees and ensuring we are a good steward of our most valuable asset, our team, is critical. Compliance with rules and regulations set forth by the government is a necessary start. Ensuring that your business ... Read More WHY ARE HR AUDITS SO IMPORTANT? By Gia Wiggins Human Resources (HR) audits may not always be at the top of a company's priority list however, understanding the significance of HR audits and integrating them into your business strategy is vital. Read on to discover why they’re so significant, and how they can be a game-changer for your ... Read More HR COMPLIANCE IN REMOTE WORK ENVIRONMENTS: CHALLENGES AND SOLUTIONS By Gia Wiggins Remote work has become a prevalent and even permanent fixture in the modern workplace over the last few years. This shift wasn’t originally presented as an option, but rather a nonnegotiable, and while it offers numerous benefits, it also brings about a unique set of challenges, especially in ... Read More WHAT’S NEW IN COMPLIANCE The latest news from The Department of Labor, HRCI, and SHRM. 5 Ways OCIO Supports Responsible Artificial Intelligence 5 Ways OCIO Supports Responsible Artificial Intelligence Artificial intelligence is finding its way into more aspects of everyday life, including the way we work. This administration wants to make sure government is leading the way with President Biden’s October 2023 executive order calling for the “Safe, Secure, and Trustworthy Development and Use of Artificial Intelligence.” It sets a whole-of-government strategy to manage the risks and harness the benefits of AI, including protecting Americans’ privacy, supporting workers, and ensuring responsible and effective government use. Under the executive order, the Labor Department is developing principles and best practices for employers and AI developers, and a report on the abilities of agencies to support workers displaced by AI, among other deliverables. Our Office of the Chief Information Officer is also responding to the executive order by coordinating the development and use of AI in our agency’s programs and operations. HOW IS OCIO RESPONDING? We recognize AI has the power to both revolutionize the workplace and pose potential challenges. Our goal is to make sure AI in government technology helps – rather than harms – America’s workers and creates efficiency and value for our department staff who serve the public. As chief AI officer at the department, I am leading this work and collaboration with our federal agency partners. Here are five ways the department’s AI strategies align with the executive order: 1. TRANSPARENCY * EO standard: Requiring developers of the most powerful AI systems to share their safety test results and other critical information with the U.S. government. * OCIO action: Publishing the department’s AI use case inventory. We want to be transparent with the public about how we are deploying emerging technology. 2. TRUST * EO standard: Developing standards, tools and tests to help ensure that AI systems are safe, secure, and trustworthy. * OCIO action: Partnering with a presidential fellow to create an AI Center of Excellence. We have a review process to make sure our AI products are responsible, ethical and reduce bias. Each of our AI solutions are built to address only the issue they were created to solve. 3. CYBERSECURITY * EO standard: Establishing an advanced cybersecurity program to develop AI tools to find and fix vulnerabilities in critical software. * OCIO action: Investing to enhance cyber strength and fortify our digital infrastructure. We deploy AI and machine learning to predict, detect and prioritize cyber risks to our data and respond accordingly. 4. PRIVACY * EO standard: Developing guidelines for federal agencies to evaluate the effectiveness of privacy-preserving techniques. * OCIO action: Forming an AI advisory board. We adhere to the AI Guide for Government for responsible AI frameworks that prevent infringement on privacy or other human rights. 5. WORKFORCE * EO standard: Rapidly hiring more AI professionals. * OCIO response: Taking part in a governmentwide hiring surge for AI experts. We joined a similar hiring effort in 2020 for customer experience designers. For information on opportunities, check out available IT jobs at OCIO. WHERE DO WE GO IN 2024? OCIO will continue to work with our agency partners to develop, implement and maintain trustworthy AI technology to enhance productivity and better serve the public. Louis Charlier is the chief AI officer and the deputy chief information officer at the U.S. Department of Labor. Follow OCIO on LinkedIn. Koebel.Tiffany… Fri, 01/19/2024 - 14:53 Louis Charlier Tags: * Office of the Chief Information Officer (OCIO) * artificial intelligence * AI * information technology * emerging technology Read more Executive Order on the Safe, Secure, and Trustworthy Development and Use of Artificial Intelligence | The White House By the authority vested in me as President by the Constitution and the laws of the United States of America, it is hereby ordered as follows: Section 1. Purpose. Artificial intelligence (AI) holds extraordinary potential for both promise and peril. Responsible AI use has the potential to help solve urgent challenges… www.whitehouse.gov 5 hours ago Thank Your Mentor Thank Your Mentor Wherever you are in your career, think for a moment about someone who helped you along the way—perhaps a teacher, family friend or supervisor in an early job. During National Mentoring Month each January, we honor mentors who positively influence the lives of young people as they navigate their transition into adulthood and their workplaces. The research has shown that mentoring is beneficial to all youth. However, its impact can be especially significant for youth with disabilities and others from historically underserved communities that face educational and workplace inequality. For this reason, mentoring is a key component in our Office of Disability Employment Policy’s youth policy framework, the Guideposts for Success. An annual highlight of Mentoring Month is Thank a Mentor Day, which this year is Jan. 25. In honor, a few ODEP staff members reflected on mentors who have made a difference in their lives and careers. Here’s what they had to say: Felix Wu – Research Analyst Many mentors have helped me get to where I am today, but one I would especially like to thank is Dr. Fred Oswald, my doctoral advisor at Rice University. As my advisor, Dr. Oswald taught me about conducting statistical analyses, writing clearly and accurately, and designing impactful research. His doors were always open when I needed guidance and support. Beyond that, he was and remains an ally for students with disabilities. He advocated for campus accessibility, ensured disability-related issues were considered on committees, and helped me develop research ideas in the context of my lived experiences. As just one example, before I was even his graduate student, he noticed that students sometimes placed their bikes against the automatic door button, leaving me unable to get inside the building. He took action to fix that. This type of support was and remains critical to me as I navigate my studies and career, and I’m incredibly grateful. Rose Warner – Senior Policy Advisor Growing up, I learned Braille and had orientation and mobility classes. However, I never really felt comfortable with my blindness. For instance, I wouldn’t ever consider using a cane! This all changed after my first meaningful conversation with Patti Chang Esq., who taught me that one can be blind and successful. Although I had met Patti a few years earlier, it wasn’t until the summer before my senior year at Northwestern University that we really got to know each other. I was a National Federation of the Blind (NFB) national scholarship recipient; she chaired the selection committee. Because we were both from Illinois, we sat by each other over several days at a conference and bonded over shared life experiences. Later, she recommended me for a government affairs position at NFB, my first full-time job. I would likely not have had that opportunity if it wasn’t for Patti’s good word. Although we don’t talk as often as we’d like, I know she is always there for me, and that I’m lucky to be one of many people to have benefitted from her mentorship. Taryn Williams – Assistant Secretary of Labor for Disability Employment Policy I’ve benefitted from the wisdom of many amazing people over the years, but this Mentoring Month, one in particular is top of mind—the late Judy Heumann, who passed away in March of last year. Anyone who works in disability policy knows that Judy’s impact was profound and widespread; she was part of essentially every advancement for people with disabilities in America, including the landmark Americans with Disabilities Act. But it is important for people to know that she also left a legacy on a more individual, intimate level through her mentoring. She was a constant source of advice and support to so many people, and especially younger disabled women. I’m honored to have been one of them, and today I’m committed to paying it forward for the next generation. That’s the power of mentoring; it has an enduring effect. Gates.Matthew… Thu, 01/18/2024 - 10:03 Office of Disability Employment Policy Tags: * Disability Employment * Office of Disability Employment Policy (ODEP) * mentorship * featured Read more Guideposts for Success www.dol.gov 1 day ago 8 Black Women Labor Leaders You Should Know 8 Black Women Labor Leaders You Should Know Black women have been on the forefront of the fight for labor rights for decades, helping improve conditions for all of America’s workers. Historically excluded from many good jobs, they’ve performed much of the essential but difficult work underpinning our economy without the protections afforded to other workers. For example, the Social Security Act of 1935 initially excluded domestic workers — the majority of whom were Black women. While there are countless women who have organized and advocated for better working conditions, here are a few you should know. DOROTHY BOLDEN President Carter presents a Maids Day Proclamation to Dorothy Bolden in 1970. Source: Georgia State University. Dorothy Bolden began helping her mother with domestic work at age 9. She was proud of her work but also knew how grueling it could be, and wanted domestic workers to be seen and respected as part of the labor force. Dr. Martin Luther King Jr., her next-door neighbor, encouraged her to take action. In 1968 she founded the National Domestic Workers Union, helping organize these workers on a scale never seen before in the U.S. The union taught workers how to bargain for higher wages, vacation time and more. She also required that all members register to vote, helping give workers’ both a stronger voice on the job and in Georgia policy. NANNIE HELEN BURROUGHS Nannie Helen Burroughs (center) and other women at the National Training School in Washington, D.C. Source: Library of Congress. Nannie Helen Burroughs was a suffragist, educator and organizer, as well as a mentor to the Rev. Martin Luther King Jr., who worked to integrate labor reform into the movement for voting rights. She launched the National Association of Wage Earners in 1921, a labor union for Black domestic workers. Burroughs also established the National Trade School for Women and Girls to combat labor exploitation through education, helping improve working conditions and expand career pathways for Black women. MELNEA CASS Melnea Cass receives an honorary degree at Northeastern University's 1969 commencement. Source: Northeastern University Libraries, Archives and Special Collections Department. Known as the “First Lady of Roxbury,” community organizer and activist Melnea Cass helped provide social services, professional training and labor rights education that empowered Boston’s most vulnerable workers. One of many examples is a program she co-created that provided childcare for working mothers. Her advocacy also helped achieve a major legislative victory: In 1970, Massachusetts passed the nation’s first state-level minimum wage protections for domestic workers since the Great Depression. CLARA DAY Source: Teamsters As one of 11 children – including three sets of twins – Clara Day took naturally to collective action and coalition building. As an information clerk at Montgomery Wards, she resented the segregation of white and black employees, which led her to push for change. Clara Day first began organizing co-workers at Montgomery Ward in 1953 and went on to hold several roles in the Teamsters Local 743. She also helped found the Coalition of Labor Union Women and the Teamsters National Black Caucus. A passionate advocate for labor, civil and women’s rights, she helped bring attention to issues like pay equity and sexual harassment. ANNA ARNOLD HEDGEMAN From left: A. Philip Randolph, Roy Wilkins and Anna Arnold Hedgeman plan the route for the March on Washington. Source: New York World-Telegram and the Sun Newspaper Photograph Collection (Library of Congress). A civil rights activist, educator and writer who helped organize the March on Washington for Jobs and Freedom, Anna Arnold Hedgeman was a lifelong advocate for equal opportunity and employment. She persuaded the organizers to include economic issues in the demonstration (the “Jobs” part) in addition to civil rights. The only woman on the event's administrative committee, she also fought to ensure women were included women in the day’s program. DORA LEE JONES The women in this photo are domestic workers hoping to be hired for a day’s work, as captured by Robert McNeill for Fortune magazine. Source: Robert McNeill, Make A Wish (Bronx Slave Market, 170th Street, New York), 1938, Smithsonian American Art Museum. Dora Lee Jones helped found the Domestic Workers Union in Harlem in 1934 in defiance of New York City’s “slave markets,” as they were known. With few employment options during the Depression, Black women would gather daily in the morning at certain locations and wait for white middle-class women to hire them, typically for terrible wages. The union called for a minimum wage, overtime, two weeks’ notice for termination – and no window washing. (Workers were regularly asked to perform the dangerous task of cleaning the outside of upper-floor apartment windows.) The DWU eventually affiliated with the predecessor to today’s Service Employees International Union. MAIDA SPRINGER KEMP Source: ILGWU Photographs #5780, P. Kheel Center for Labor-Management Documentation and Archives, Cornell University Library. Maida Springer Kemp worked as a labor organizer in the garment industry and became the first Black woman to represent the U.S. labor movement overseas in 1945 when she visited post-war Britain on a labor exchange trip. She went on to spend many years liaising between American and African labor leaders as a member of the AFL-CIO, affectionately known as “Mama Maida” for her work. Throughout her life she advocated for civil rights and women’s rights in America and internationally. ROSINA CORROTHERS TUCKER Rosina Tucker (right) with Helena Wilson and A. Phillip Randolph. Source: Dellums (Cottrell Laurence) Papers, African American Museum and Library, Oakland Public Library, California. Rosina Corrothers Tucker helped establish the Brotherhood of Sleeping Car Porters — the nation’s first predominantly Black labor union — and its International Ladies’ Auxiliary Order. The BSCP became the first Black union recognized by the AFL-CIO in 1935. She also organized workers in the laundry trades and domestic service industries, fought for racial and economic justice as part of the March on Washington movement, and lobbied Congress for labor and education reforms. These leaders improved working conditions, wages and rights for America’s workers, often at great personal cost. We honor them by continuing the fight for a fair and just workplace for all. Editor’s note: Want to learn more? Read about these labor leaders and pioneers: Mary McLeod Bethune, Hattie Canty, Fannie Lou Hamer, Dorothy Height, Maggie Lena Walker and Addie Wyatt. Koebel.Tiffany… Wed, 01/17/2024 - 09:44 Office of Public Affairs Tags: * History * labor history * working women * Women's History Month * Black History Month * Caregivers * union organizing * collective bargaining * featured Read more The Decision to Exclude Agricultural and Domestic Workers from the 1935 Social Security Act Social Security Administration Research, Statistics, and Policy Analysis www.ssa.gov 2 days ago Happy Birthday, Dr. King Happy Birthday, Dr. King A mural in Memphis, Tennessee. Source: Ilse Orsel, Unsplash On Jan. 15 we celebrate Dr. Martin Luther King Jr.’s birthday to remember his enormous contribution to the struggle to advance the civil rights of tens of millions of Black Americans. But Dr. King’s legacy extends beyond civil rights to human rights, writ large. Among other things, Dr. King understood human rights included recognizing the dignity of work for all people, whatever their race, the economic disparity between capital and labor, and the role labor unions play in trying to reduce that disparity. While many Americans know that Dr. King was assassinated in Memphis in April 1968, fewer of us remember why he was there. He was on his third trip to Memphis to support a strike by sanitation workers seeking union recognition from the Memphis Department of Public Works as a vehicle for increasing their wages and improving their working conditions. That strike, with its “I AM A MAN” picket signs, drew a straight line between the workers’ dignity and their legitimate economic aspirations. Those sanitation workers, who today are represented by the Teamsters Local 667, are honored in the Labor Department’s Hall of Honor. It should have been no surprise to anyone that Dr. King would support both the dignity of work generally and workers who wanted to organize more specifically. As early as 1957, he delivered what is known as his “Street Sweeper Speech,” in which he said: > "What I'm saying to you this morning, my friends, even if it falls your lot to > be a street sweeper, go on out and sweep streets like Michelangelo painted > pictures; sweep streets like Handel and Beethoven composed music; sweep > streets like Shakespeare wrote poetry; sweep streets so well that all the host > of heaven and earth will have to pause and say, 'Here lived a great street > sweeper who swept his job well.’" By the 1960s he focused his lens more intensely on the role of unions in advancing workers’ lives. In a 1965 speech to the Illinois AFL-CIO Convention, Dr. King observed that: > "[d]uring the thirties, wages were a secondary issue; to have a job at all was > the difference between the agony of starvation and a flicker of life. The > nation, now so vigorous, reeled and tottered almost to total collapse. The > labor movement was the principal force that transformed misery and despair > into hope and progress. Out of its bold struggles, economic and social reform > gave birth to unemployment insurance, old age pensions, government relief for > the destitute, and above all new wage levels that meant not mere survival, but > a tolerable life. The captains of industry did not lead this transformation; > they resisted it until they were overcome. When in the thirties the wave of > union organization crested over our nation, it carried to secure shores not > only itself but the whole society." A few years earlier in a speech to the AFL-CIO, Dr. King spoke these words, which brought together in plain terms the relationship between civil rights and workers’ rights: > "In our glorious fight for civil rights, we must guard against being fooled by > false slogans, such as 'right to work.' It is a law to rob us of our civil > rights and job rights. It is supported by Southern segregationists who are > trying to keep us from achieving our civil rights and our right of equal job > opportunity. Its purpose is to destroy labor unions and the freedom of > collective bargaining by which unions have improved wages and working > conditions of everyone. Wherever these laws have been passed, wages are lower, > job opportunities are fewer and there are no civil rights. We do not intend to > let them do this to us. We demand this fraud be stopped. Our weapon is our > vote." While things may have improved since Dr. King spoke those words, we still have a long way to go. The national policy embedded in both the National Labor Relations Act and the Labor-Management Reporting and Disclosure Act, which the Office of Labor-Management Standards enforces, “to protect employees’ rights to organize, choose their own representatives, bargain collectively, and otherwise engage in concerted activities for their mutual aid or protection,” sets the template for that future progress. Dr. King spoke for all workers – regardless of their race, sex or ethnicity – when he hailed the dignity of work and the important role America’s unions have in advancing economic justice. As a nation, we are better off for the time he gave us. The Labor Department honors his legacy every day by advancing workers' rights and promoting equitable job opportunities. Jeffrey Freund is the director of the Department of Labor’s Office of Labor-Management Standards. Koebel.Tiffany… Fri, 01/12/2024 - 15:52 Jeffrey Freund Tags: * Office of Labor-Management Standards (OLMS) * Dr. Martin Luther King Jr. * History * union organizing * civil rights * unions * featured Read more Photo by Ilse Orsel on Unsplash I am a Man, mural in Memphis – Download this photo by Ilse Orsel on Unsplash unsplash.com January 12 Employee or Independent Contractor? A Guide to the New Rule Employee or Independent Contractor? A Guide to the New Rule The Wage and Hour Division is committed to protecting employees’ rights across America. To do so effectively, we must help businesses and workers understand how to differentiate employees from independent contractors who are in business for themselves. Today, the Department of Labor published a final rule, Employee or Independent Contractor Classification Under the Fair Labor Standards Act, to provide guidance on whether a worker is an employee or independent contractor under the FLSA. This rule will help to ensure that workers who are employees are paid the minimum wage and overtime due them, and that responsible employers that comply with the law are not placed at a competitive disadvantage when competing against employers that misclassify employees. Importantly, the final rule rescinds the 2021 Independent Contractor Rule, which we believe is out of sync with longstanding judicial precedent and increased the likelihood of misclassification. The new rule’s realignment of the department’s guidance with judicial precedent will reduce confusion, improve compliance and better protect working people. Specifically, the final rule revises the department’s guidance by: * Returning to the multifactor, totality-of-the-circumstances analysis to assess whether a worker is an employee or an independent contractor under the FLSA. * Explaining that all factors are analyzed without assigning a predetermined weight to a particular factor or set of factors. * Using the longstanding interpretation of the economic reality factors. These factors include opportunity for profit or loss depending on managerial skill, investments by the worker and the potential employer, the degree of permanence of the work relationship, the nature and degree of control, the extent to which the work performed is an integral part of to the potential employer’s business, and the worker’s skill and initiative. The economic reality test in our new regulations is nimble enough to continue to provide a useful analysis for the broad range of work arrangements that exist today. The final rule will help the Wage and Hour Division to continue addressing misclassification and prioritizing the most vulnerable workers who are being misclassified – because that’s what we must do. In addition, the rule will help to ensure that independent contractors, including freelancers, who are in business for themselves are properly classified. We recognize that independent contractors play an important role in our economy – and this rule won’t change that. Proper classification of employees and independent contractors results in workers who are employees under the FLSA receiving the hard-earned wages and protections they’re legally entitled to, while also ensuring that independent businesses continue to thrive. Employees across industries and workplaces should have access to both flexibility and essential worker rights. We urge workers and employers alike to check out our website to learn more about the new rule, which was published in the Federal Register on Jan. 10 and has an effective date of March 11. Jessica Looman is the administrator of the Department of Labor's Wage and Hour Division. Follow the division on LinkedIn and on X at @WHD_DOL. McGinnis.Laura… Wed, 01/10/2024 - 15:42 Jessica Looman Tags: * Wage and Hour Division (WHD) * independent contractors * misclassification * regulation * regulations * featured Read more WHD www.dol.gov January 10 A Wider Lens: 2023 Enforcement Results A Wider Lens: 2023 Enforcement Results When I started as director of the Office of Labor-Management Standards almost three years ago, my vision for the agency included “[e]xpanding the scope of our public reporting functions, to improve transparency and the public’s understanding of OLMS data and other data that reflects on the forces that shape the American workplace.” In pursuit of that ideal, we expanded the information about OLMS enforcement activities on our website to put the data in context. The results highlighted in our newly released 2023 annual report paint a picture of organized labor consistent with our historical enforcement data: that our oversight ensures workers and the public can have confidence that American labor unions regulated by OLMS operate democratically and with financial integrity. Labor unions are vital to our economy and democratic society. Compliance with the requirements of the Labor-Management Reporting and Disclosure Act, or LMRDA, helps strengthen labor unions. Democratic governance and financial integrity ensure that unions can fulfill their mission to members – and to the nation as a whole. The past year’s enforcement results show LMRDA violations continue to be rare. Even with a spike of election complaints received during fiscal year 2023, only a small fraction of union officer elections held resulted in member complaints to OLMS. And an even smaller fraction – about 0.17% – resulted in OLMS setting elections aside because our investigative findings substantiated an LMRDA violation that may have affected the election outcome. The same picture emerges from our criminal program. There are roughly 200,000 union officers and employees in unions covered by the LMRDA. In 2023, OLMS investigated 155 cases involving allegations of criminal conduct. Of course, opening a criminal investigation does not mean that criminal conduct actually occurred. And while criminal convictions lag in time following the opening of an investigation, the fact is that we obtained 57 convictions in 2023, a number relative to the number of opened investigations that is in line with our historical enforcement results. Of those 57 individuals convicted, 44 were former union officers, 9 were former union employees and 4 were employers, vendors or others whose criminal conduct affected union funds. In most of these cases, courts ordered the convicted defendants to make restitution. A full understanding of the “message” that comes from a review of our enforcement data is a key part of contextualizing our work. But our enforcement data is only one part of the picture when it comes to the work the Labor Department does to protect America’s workers. The department’s Occupational Safety and Health Administration, Employee Benefits and Security Administration, and Wage and Hour Division are a few of the other labor agencies with worker protection missions. Like us, these agencies track enforcement data and report results by various worker protection metrics, whether it be number of safety hazards abated, recovered wages, restored pension funds or other measure. For example, in fiscal year 2023, the Wage and Hour Division recovered over $274 million in wages owed to more than 160,000 workers. There are also federal government agencies outside the Department of Labor committed to protecting workers’ rights – and these agencies similarly track and report enforcement results. Collectively, these agencies return hundreds of millions of dollars in wages and benefits to workers. For example, in fiscal year 2023, the National Labor Relations Board recovered over $53 million in back pay for workers who had been discriminated against by employers for exercising their protected rights to support a union of their choice. In 2022 (the latest data available), the Equal Employment Opportunity Commission recovered nearly $650 million for employees who had been economically injured by discrimination. Finally, it is worth remembering that the very unions OLMS regulates are themselves devoted to worker protection by obtaining reinstatement and back pay through negotiated grievance and arbitration provisions for workers improperly disciplined or discharged, or for other violations of their collectively bargained agreements. What conclusions can one draw from this data? Cross-agency comparisons are tricky – the scope of agencies’ enforcement programs, the size and composition of their regulated communities, and the resources available to carry out their mandates differ widely. And while it is certainly true that one union officer election conducted in violation of the democratic norms we expect from unions, or one union officer or employee who victimizes their union and its members is one too many, the enforcement data reported by all of these agencies shows many more workers are wronged in their workplaces by employers than by union officers and employees. OLMS is committed to its mission of safeguarding democratic principles and union member finances, all in service of the LMRDA’s stated national policy of “protect[ing] employees’ rights to organize, choose their own representatives, bargain collectively, and otherwise engage in concerted activities for their mutual aid or protection.” Our efforts to remedy even the relatively rare instances of law violations by unions or their officers ought to provide the American public with confidence in the integrity of those unions. Jeffrey Freund is the director of the Department of Labor’s Office of Labor-Management Standards. Koebel.Tiffany… Wed, 01/10/2024 - 14:29 Jeffrey Freund Tags: * Office of Labor-Management Standards (OLMS) * unions * Labor-Management Reporting and Disclosure Act of 1959 * enforcement * transparency Read more Advancing the Integrity and Mission of the U.S. Labor Movement Office of Labor-Management Standards Director Jeffrey Freund shares his vision for advancing the integrity and mission of the labor movement. blog.dol.gov January 10 I am DOL: Verlencia Somuah Serves Workers With Disabilities I am DOL: Verlencia Somuah Serves Workers With Disabilities In our “I Am DOL” series, we’re highlighting employees who work in a wide range of roles at the Department of Labor but who all share a passion for public service. Verlencia Somuah, a policy advisor in the Office of Disability Employment Policy, serves on a team that manages the Employer Assistance and Resource Network on Disability Inclusion (EARN) and is currently on detail in the Office of the Secretary. Through EARN, employers learn how to accommodate workers with disabilities and create a more inclusive and accessible workplace for all. We caught up with Verlencia to ask her a few questions about her career path. Q. WHAT DOES PUBLIC SERVICE MEAN TO YOU? Working for and with people with disabilities has always been the dream. Public service means I get to do that on a scale larger than I ever thought possible especially because the Department of Labor serves America's workforce. Q. WERE THERE ANY EVENTS OR LIFE EXPERIENCES THAT HELPED PREPARE YOU FOR THIS ROLE? Being diagnosed with my vision disability at 14 kickstarted the work I wanted to do and how I wanted to impact the world. I was able to use my passion to fuel how I learned and tailored my education for that goal. My grad program gave me both the education and the work experience, and then I interned at ODEP through the Workforce Recruitment Program after I graduated. (The WRP invites students with disabilities to join a portal and then employers from the federal government can look for qualified candidates to fill positions.) The internship offered me the opportunity to transition into a full-time federal position at ODEP – and it’s the perfect job. Q. HOW WOULD YOU DESCRIBE YOUR EXPERIENCES TO HELP GET THE ROLE YOU WANTED? I wrote my personal statement on how we can better include people with disabilities in the workforce and how the intersection of both race and disability impact how people move through the world. I always wanted to be working in the realm of the world of work, so I made sure to tailor my education, activities, and work experience around that to better prepare me for my career and future goals. My goals aligned with ODEP’s mission. I truly believe and hope we will see an abundance of people with disabilities in high level and high paying roles one day. ODEP's mission to implement and influence policies and best practices to create more opportunities for America's workforce with disabilities resonates with me. I have a vested interest in that as a Black woman with a disability. Q. WHAT WOULD YOU SAY TO OTHERS ABOUT BRINGING YOUR WHOLE SELF TO WORK AT THE LABOR DEPARTMENT? I believe a good team will make you feel at home. The team that I have has been so supportive. I get to show up every day to do my best work and work at my fullest potential with no fear and no struggle that I'm not going to be accepted. Q. WHAT ELSE DO YOU WANT PEOPLE TO KNOW ABOUT FEDERAL EMPLOYMENT OR APPLYING TO FEDERAL JOBS? People think you have to stay for 20 years and do the same job, but there's so much opportunity for growth. I would encourage young people interested in federal service to leave your assumptions at the door – you’re not just a cog in the machine! Every day looks different for me. I’m currently serving on a detail as the equity public affairs coordinator for the Chief Diversity & Equity Officer Alaysia Black Hackett, and it’s a huge career and learning opportunity. Also keep in mind if you see an open position you’re interested in, the job description might not mention the focus area you really want. But go ahead and apply if you’re qualified because it may open the door to a role that is a great fit. Lastly, undergraduate and graduate students with disabilities should definitely consider the WRP. The point is not to just post a job announcement and hope that qualified candidates will find it – the point is to help employers find the right qualified and talented candidate for the job. Editor’s note: Interested in a career at the Labor Department? Learn more about what it means to be part of our team at dol.gov/careers, and then view current openings and apply via USAJOBS. Please note that you must meet the minimum qualifications outlined in the position description. We encourage you to describe any life experiences in your application that are relevant to the position and the mission of the Labor Department. Koebel.Tiffany… Wed, 01/10/2024 - 07:37 Office of Human Resources Tags: * I am DOL * Office of Disability Employment Policy (ODEP) * career information * federal employees * federal jobs * featured * Office of the Assistant Secretary for Administration and Management (OASAM) Read more I am DOL: Working for the Office of Disability Employment Policy Working for the U.S. Department of Labor is fueled by our employees' shared passion to serve. In this video, Verlencia Somuah, Policy Advisor for the Office ... www.youtube.com January 10 5 Ways ARPA Investments are Modernizing the Unemployment Insurance System 5 Ways ARPA Investments are Modernizing the Unemployment Insurance System Unemployment insurance benefits supported over 53 million workers during the COVID-19 pandemic, reducing the impacts of job loss, returning an estimated $880 billion to the economy, and softening what could have been a massive labor market crisis. But the pandemic exposed shortcomings in the unemployment insurance program. State agencies struggled to handle the unprecedented surge in claims and creation of new unemployment programs. The American Rescue Plan Act (ARPA) initially allocated $2 billion (but the amount was later reduced to $1 billion) to modernize the unemployment insurance system before a new crisis arises. The Department of Labor strategically invested ARPA funds to address critical issues in the unemployment insurance system, strengthening fraud detection and prevention, promoting equitable access, and accelerating delivery of benefits. We’ve delivered $782.9 million to 52 of 53 jurisdictions to help them achieve these goals. Here are five ways ARPA funding is modernizing the unemployment insurance system. 1. SAFEGUARDING AGAINST IDENTITY FRAUD We’re using ARPA funding to help states better use data and technology to confirm identities and prevent fraud, including a National Identity Verification Offering that provides both online and in-person verification services through the U.S. General Services’ Login.gov and the U.S. Postal Service. If you think you may be the victim of unemployment identity fraud, learn how to report this information at dol.gov/agencies/eta/UIIDtheft. 2. EQUITABLE ACCESS THROUGH PLAIN LANGUAGE AND ROBUST CUSTOMER ASSISTANCE ARPA investments are propelling efforts to ensure equitable access to unemployment insurance benefits and services, such as supporting plain language initiatives. Informed by the department’s best practices, Montana streamlined its claimant notices, removing more than 500 and simplifying the language of the remaining 175. While this change is expected to help all who file with Montana, the state hopes this will help residents with lower levels of education better understand their rights and save money by reducing call center inquiries. 3. ACCELERATING PAYMENT TIMELINESS ARPA funding is supporting state adoption of modernized technologies to streamline manual processes and information exchange between states, employers, and their representatives – ensuring claimants receive benefit payments without delay. Connecticut reports using funds to promote the State Information Data Exchange System to reduce the time spent validating claims, a process traditionally done via paper and mail, and allowing benefits to be paid to eligible individuals more quickly. 4. IT MODERNIZATION FOR IMPROVED CLAIMANT EXPERIENCES ARPA investments are driving comprehensive IT modernization initiatives that are improving claimant experiences. We teamed up with New Jersey to craft a more intuitive online application which takes claimants at least 30 minutes less to complete than the application it replaced. 5. COLLABORATIVE LEARNING The historic ARPA investment marks a significant step in fostering collaboration between states and the department. We’ve provided 36 states with a voluntary, no-cost assessment, state-specific recommendations, and funding for their implementation – with emphasis on fraud prevention and streamlining processes. Improvements continue in states across the country. By aggressively combatting fraud, promoting equitable access, improving timely delivery of payments, modernizing and bolstering IT infrastructure, and fostering deeper collaboration with states, we’re leading a paradigm shift towards a more resilient, efficient and user-centric unemployment insurance system. ARPA-supported innovations are addressing immediate challenges and also laying a foundation to better meet the future needs of a diverse, modern workforce. Read more about how ARPA is catalyzing modernization in the recent report, Insights and Successes: American Rescue Plan Act Investments in Unemployment Insurance Modernization. As we enter 2024, we are committed to continuing this work of transforming the federal-state unemployment insurance system. Andrew Stettner is the deputy director for policy in the Office of UI Modernization within the Office of the Secretary. McGinnis.Laura… Fri, 01/05/2024 - 16:24 Andrew Stettner Tags: * Employment and Training Administration (ETA) * Office of the Secretary (OSEC) * Unemployment Insurance * American Rescue Plan Read more www.dol.gov January 5 SIGN UP TO GET RELEVANT RESOURCES ABOUT EVOLVING COMPLIANCE LAWS AND HR BEST PRACTICES. Name(Required) First Last Email Get Newsletter 58295 Δ GET STARTED Get Started FAQ Resource Contact Us * Follow * Follow * Follow * Follow Copyright 2023 Auditocity. All rights reserved. Terms and Conditions | Privacy Policy Notifications