With over 20,000 pages of law, regulations and other guidance related to the provisions of the Affordable Care Act (ACA), this whitepaper looks specifically at the Employer Mandate provision of the ACA and helps employers summarize some of the more critical issues related to employee hours and the requirement to offer health insurance coverage. With a compliance date of January 1, 2015, businesses need to prepare for the ACA now.
By Seyfarth Shaw LLP Attorneys Pamela Devata and Paul Kehoe.
Employment screening is a dynamic, constantly evolving process that has come a long way in the past 20 years. With progress often comes increased regulation from local, state and federal governments, and agencies. This document offers an at-a-glance overview of the biggest, hot-button rules and regulations in employment screening, and quick tips for keeping your organization compliant.
Information You Need to Know
As employers around the world progress towards a standard practice in global background screening, they are discovering a range of unique regional- and country specific issues that must be addressed and resolved to optimize their hiring success. India, the focus of this document, is a prime example. For starters, India is a hotspot that has become synonymous with the offshoring or outsourcing of key business processes such as information technology (IT), product development, shared services for back office functions, and customer support. Likewise, considering its massive population, roughly 1.2 billion people compared to 313 million people in the United States (U.S.), it’s also a hiring mecca for organizations looking to recruit the best talent to work both inside and outside the country.
In the period from January 2011 to December 2013, the volume of pre-employment checks processed in EMEA rose by more than 25% as more employers appreciate the value of screening and economic optimism has spread. This infographic accompanies the First Advantage Background Screening Trends Report,"The changing landscape of verifications screening across Europe, the Middle East and Africa" available here.
From the June 5, 2014 Webinar
Although it's considered a tactical area of recruitment, background screening can have a dramatic impact on a company's overall recruitment strategy. Organizations that make a strategic investment in these solutions are able to expand their global reach, improve the candidate experience, and strengthen the quality of hires. This report will highlight five steps for enhancing your approach to background screening.
Quantifying the trends and qualifying the nature of applicant fraud in India: October to December 2013
First Advantage remains committed towards
aligning Indian recruitment and all pre-employment
screening practices with the best
in the world.
In 2013, overall DQF non-compliance increased 20 percent.
This report shows which factors are impacting transportation
employers and their hiring processes across the U.S. It offers fresh, statistical insights
into hiring, employment screening and drug testing programs that can be used to
inform and adjust future hiring practices and benchmark performance.
The report also reveals how smart new resources such as integrated third-party
access to the Pre-employment Screening Program offered by the Federal Motor Carrier
Safety Administration (FMCSA) can help employers accelerate hiring so they can better
compete for workers, as they also comply with industry regulations.
Top 10 Lessons Learned from Companies Screening Internationally
To help you better understand the
basics of global screening as well as
its complexities, we’re pulling back
the curtain and sharing our global
expertise in a brief series of lessons
learned, along with tips, insights
and recommendations designed
to strengthen your knowledge
base and potentially streamline
and advance your overall global
January - March 2013
The data in this report was drawn from nearly one
million employment verifications and reference checks
conducted from January 2012 to March 2013. The
report presents the results across key markets in Asia
Pacific, segmented under five critical discrepancy types
– employment, education, financial-related, database