Immigration
Immigration Reform and Control Act of 1986 (IRCA). Our. services include audits of I-9 forms, handbooks, ongoing repre compliance with foreign national employment obliga- tions. Employing a strategic approach, …Read more

EMPLOYEE HANDBOOK
“SFSA”) Employee Handbook and understand that it sets forth the terms and. conditions of my employment as well as the duties, responsibilities, and SFSA is committed to full compliance with the federal immigration laws. …Read more

Vermont Employment Law Handbook
The Vermont Employment Law Handbook is the result of the efforts of many organizations employment, contracts, collective bargaining, and employee handbooks in the chapters that …Read more

ANTI-DISCRIMINATION LAW: THE IMPACT ON RECRUITEMENT, HIRING, AND
The Immigration Employment Compliance Handbook33 identifies some additional common mistakes that employers at the interview stage make leading to claims under IRCA’s anti-discrimination provisions: The Immigration Employment Compliance Handbook48 identifies some additional common …Read more

WORKPLACE COMPLIANCE AND EMPLOYER SANCTIONS UNDER FEDERAL …
WORKPLACE COMPLIANCE AND. EMPLOYER SANCTIONS UNDER FEDERAL IMMIGRATION LAW. Overview. To stem the flow of illegal immigration into the United States, Congress enacted the Immigration. Reform and Control Act of 1986 (IRCA). IRCA sought to diminish the lure of American jobs for foreign …Read more

CPY Document Title
You may obtain the handbook at your local U.S.. Citizenship and Immigration Services (USCIS) office. Employers must complete Section 2 by examining evidence of. identity and employment eligibility within three (3) business days of an individual may not begin employment unless this form is. completed, …Read more

Microsoft Word – EMPLOYEE HANDBOOK
Immigration Law Compliance. The Metropolitan Detroit Research and Education Foundation is committed to employing only United. States citizens and aliens who are authorized Immigration Reform and Control Act of 1986. As a condition of employment, each new employee must properly complete, sign, and …Read more

Outsource Payroll and Human Resource Services

In the case of small as well as medium sized businesses, it would be a good option to outsource payroll and human resource services. Outsourcing human resource responsibilities to a PEO (Professional Employer Organization) would give businesses the resources, finances and time to concentrate on increasing productivity and earnings. Businesses that find maintaining a HR department a huge drain on their resources and finances can save costs and resources through outsourced HR services. Payroll and tax administration services offered by PEOs include:

• Payroll preparation and delivery
• Payroll taxes and filing
• Direct deposit to multiple bank accounts
• Customized payroll reports
• Accurate and updated employee files
• New hire reporting
• Federal payroll summaries
• Job cost accounting reports
• W-2, W-3, and 1099 forms
• 941 and 940 reporting
• Payroll deductions, garnishments and levies

Outsourced human resource services offered by PEOs broadly include:

• Online HR software solutions
• Employee self service
• Screening and assessing of employees
• Providing employee performance reviews
• Providing benefit administration for employees
• Preparing health and safety programs for employees
• Maintaining files of personnel
• Developing and managing HR forms
• Preparing and updating employee handbooks, workplace policies and procedures
• Unemployment claims management services
• OSHA and immigration compliance
• Termination assistance
• Conflict resolution.

PEO services are customizable and flexible according to the specific needs of client companies. PEOs either offer part of the HR responsibilities or you can outsource the entire list of payroll and human resource services. The greater the HR responsibilities outsourced to PEOs, the more streamlined the business processes of client companies become.