Human Resource REBECCA STARR, SPHR JULY Q:\2014\GBS\17\NicheName\20\DCN#.pptx

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1 Human Resource Basics REBECCA STARR, SPHR JULY 2014

2 Rebecca Starr, SPHR Educational Background Bachelor of fscience, Business and Management MBA Senior Professional in Human Resources (SPHR) certification HR Background National lpractice Leader, HR Consulting 10+ years of Human Resource experience 2

3 Core Areas of Human Resources Human Resources Development Compensation and Benefits Employee Relations Labor Relations Strategic Management Occupational Health, Safety and Security HR-Related Laws 3

4 Consider your understanding of. How HR is setup within your organization How your polices are communicated to employeesees How to stay on top of what s next 4

5 HR Structure Who s responsible for HR functions? Director of HR, Managers, Others Have you trained your managers? Anti-Harassment / Discrimination Performance Management Staffing and Selection Compliance (Laws and dregulations) 5

6 Employee Handbook Does your employee handbook clearly define all company policies and procedures? Include standard policies on ethics, internet use, harassment, new laws and regulations? Reviewed by an attorney? Is management consistent with execution of policies and procedures of the handbook? Across all departments? 6

7 Staying in the know How does your management and HR team stay up to date on HR-related best practices? What means does your team have to ensure they are aware of new regulations, relevant topics, HR-related news, etc.? 7

8 HR RELATED LAWS 8

9 HR-Related Laws Employment Laws in the United States Family and Medical Leave Act (FMLA) Fair Labor Standards Act (FLSA) Equal Employment Opportunity (EEO) Americans with Disabilities Act (ADA and Amendments) Health Insurance Portability and Accountability Act (HIPAA) Consolidated Omnibus Budget Reconciliation Act (COBRA) Patient Protection and Affordable Care Act (PPACA) 9

10 Family and Medical Leave Act (FMLA) Applies to all public agencies, including state, local and federal employers, schools, and private-sector employers who employ 50 or more employees Eligibilityibili Work for a covered employer Have worked for the employer for a total of 12 months Have worked at least 1,250 hours over the previous 12 months Work at a location in the US or in any territory or possession of the US where at least 50 employees are employed by the employer within a 75-mile radius 10

11 Americans with Disabilities Act (ADA) Act that prohibits discrimination against a qualified individual with a disability because of the disability of such individual Americans with Disabilities i Act Amendment Act (ADAAA) Significant changes to previous ADA law Excludes consideration of mitigating measures Broadens the definition of regarded as Establishes new list of major life activities 11

12 Fair Labor Standards Act (FLSA) Establishes minimum wage, overtime pay, recordkeeping, and youth employment standards affecting full-time and part-time workers in the private sector and in Federal, State and local governments Who is covered? All employees of certain enterprises having workers engaged in interstate commerce, producing goods for interstate commerce, or handling, selling, or otherwise working on goods or materials that have been moved in or produced for such commerce by any person FLSA doesn t regulate: Vacation, holiday, severance, or sick pay Meal or rest periods*, holidays off, or vacations Premium pay for weekend or holiday work Pay raises or fringe benefits A discharge notice, reason for discharge, or immediate payment of final wages to terminated employees* *Consider State Law 12

13 Equal Employment Opportunity Action that denies social participation or human rights to categories of people based on prejudice Employment action Types of Discrimination Pregnancy Age Disability Genetic Information Harassment National Origin Race / Color Religion Retaliation Sex (Gender) Sexual Harassment 13

14 Consolidated Omnibus Budget Reconciliation Act (COBRA) Helps workers and their families keep their group health coverage during times of voluntary and involuntary job loss, reduction in hours worked, transition between jobs and in certain other cases COBRA gives workers who lose their health h benefits the option to continue group health benefits provided by the plan under certain circumstances Generally requires that group health plans sponsored by employers with 20 or more employees in the prior year offer employees and their families the opportunity for a temporary extension of health coverage in certain circumstances where coverage under the plan would otherwise end 14

15 Health Insurance Portability and Accountability Act (HIPAA) Offers protections for millions of American workers that improve portability and continuity of health insurance coverage The law spans across several areas: Protection for workers and their families Preexisting condition exclusions Creditable coverage & Certificates of creditable coverage Special Enrollment Rights Discrimination Prohibitions Mdi Medical lpi Privacy Rule Rl &If Information protected New patient rights Limits on use and release Organizational responsibilities 15

16 Patient Protection and Affordable Care Act (PPACA) Expands the availability of health insurance, regulating health insurance coverage, and restructuring health care delivery, including how it is paid for Mandated Benefits: All existing health insurance plans must: Prohibit lifetime limits Prohibit rescissions Restrict annual limits Include limitations on excessive waiting periods (cannot exceed 90 days) Include a requirement to provide coverage for non-dependent children up to age 26 16

17 Questions? Rebecca Starr, SPHR National Practice Leader Human Resources Consulting and Compensation Practice Main Fax

18 Thank You Rebecca Starr, SPHR National Practice Leader Human Resources Consulting and Compensation Practice Main Fax