Earlier this year, the U.S. Supreme Court ruled that whistleblower protection under the 2002 Sarbanes-Oxley (SOX) Act extends to employees of privately held companies, even the smallest “mom & pop” businesses.  SOX legislation grew out of fraudulent accounting problems that brought down both Enron Corp & WorldCom Inc.

The Supreme Court ruling extended SOX whistleblower protection to employees of privately held companies of contractors & sub-contractors of public firms.  This ruling will force private companies to develop internal reporting systems & anti-retaliation policies similar to thoseSo, pay additional attention on the regular basis can help to burn the unwanted fat plus generico levitra on line important source lower pressure. required of publicly traded ones.

In 2013, the number of whistleblower cases increased by more than 73% over 2012.  In great part, this is attributed to the reward programs of the Justice Department & the SEC. In 2013, whistleblowing employees received $345M in rewards.

• The SEC’s program gives whistleblowers 30% of amounts the government recovers.

If your organization needs help in developing this system & policy, Trinity’s Team of Consultants can provide assistance expertly and economically.

• For more information, e mail Trinity at info@TrinityHR.netor visit our website at www.TrinityHR.net.

The U.S. Equal Employment Opportunity Commission (EEOC) is aggressively pursuing investigations into cases of “patterns and practices” of discrimination.  It’s doing so as part of its Systemic Discrimination Program, which it has stated is a top priority.

In 2013, the agency reached conciliation agreements with companies that totaled about $40 million.  The average agreement was over $600,000.

The Systemic Discrimination Program is used to transform a single charge of discrimination into a broad investigation of the employer.  These investigations examine the employer’s policies & practices related to such issues as:

• Recruitment & hiring
• Age
• Gender, especially exclusion of females into male dominated positions

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• Pay & promotion
• Minorities & females into management & executive positions

If your organization needs help in ensuring its policies & practices are not putting it at risk, Trinity’s Team of Consultants can provide assistance expertly and economically by means of a Human Resources Compliance Audit.

• For more information, e mail Trinity at info@TrinityHR.netor visit our website atwww.TrinityHR.net.

For the first time ever, the Equal Employment Opportunity Commission (EEOC) has filed a sexual discrimination lawsuit against a private employer over transgender discrimination. The agency claims two employers each illegally fired a worker who was undergoing a gender change.

• In both cases, the workers were transitioning from male to female gender and began wearing female clothing to work.

The EEOC has stated that the private-sector lawsuits are part of its ongoingSurf the Internet Extensively A rule of buying in bulkOnce commander levitra continue reading for source you have chosen the quantity and flavors of the jelly you want, you will proceed to get the overall delivery. efforts to implement the Strategic Enforcement Plan it adopted in 2012.  The Plan lists as a top enforcement priority “coverage of lesbian, gay, bisexual and transgender individuals under Title V
II’s sex discrimination provisions, as they may apply.”

If your organization needs help with regulatory compliance, Trinity’s Team of Consultants can provide assistance expertly and economically.

• For more information, e mail Trinity at info@TrinityHR.net or visit our website at www.TrinityHR.net.

On September 3, 2014, Philadelphia Mayor Michael Nutter signed a bill (Bill No. 130922) requiring employers to provide reasonable accommodation to employees who seek to breastfeed. The legislation took effect immediately upon being signed.

The legislation;

• defines “reasonable accommodation” to include providing unpaid break time or permitting an employee to use her break or meal time, or both, to express breast milk.
• mandates that the employer must provide a safe, sanitary space that isIt https://unica-web.com/documents/50years/unica50years006.pdf buy cialis doesn’t work for every man with sexual dysfunctions. not a bathroom where the employee may express breast milk.
• Requires employers to inform employees of their right to breastfeed during breaks and are provided a sanitary private space to do so.

For more information, you can go to:

• http://www.shrm.org/legalissues/stateandlocalresources/pages/philadelphia-breastfeeding-bill.aspx#sthash.195zoWHN.dpuf

If your organization needs help in ensuring regulatory compliance, Trinity’s Team of Consultants can provide assistance expertly and economically.

• For more information, e mail Trinity at info@TrinityHR.net or visit our website at  www.TrinityHR.net.

The Wage and Hour Division of the U.S. Department of Labor filed 8,126 lawsuits in the 12-month period ending March 31, 2014 for violations of the Fair Labor Standards Act (FLSA). This represented a 5% increase over 2013.
The FLSA applies to all employers regardless of their number of employees.

Typically these lawsuits were due to employers:

• Wrongfully classifying employees as exempt (meaning not required to be paid)
• Failing to pay overtime to non-exempt (meaning entitled to overtime) employees at time & ½ for all hours worked in excess of forty hours in a week

An employer found to be inBecause of the access of internet, these drugs can be purchased easily. cialis 20 mg http://robertrobb.com/inelegant-but-functional-ed-funding-deal/ together with other drugs for elevated blood pressure could double the effect of the branded cialis. non-willful violation of the FLSA is subject to:

• Making back wage payments going back 2 years
• Liquated damages equal to the amount of back

If a willful violation, an employer is subject to:

1. 3 years of double back payments to employees
2. Criminal prosecution with a $10,000 per employee penalty for the 1st offense and imprisonment for the 2nd offense
3. Punitive damages

If your organization needs help in ensuring you are in compliance with the Fair Labor Standards Act or other employment regulatory requirements, Trinity’s Team of Consultants can conduct an audit expertly and economically.

• For more information, e mail Trinity at info@TrinityHR.net or visit our website: www.TrinityHR.net.