After a long hiatus, effective April 2011, the Social Security Administration (SSA) resumed its practice of sending out employer decentralized correspondence (DECOR) letters, otherwise known as “no-match” letters for tax year 2010. However, on October 27, 2011, SSA advised that, beginning August 29, 2011, owing to budgetary constraints, it had suspended sending these infamous no-match letters, the purpose of which is to advise employers that their workers are using a social security number that does not coincide with SSA’s records. SSA has not articulated if, or when, it will resume sending employer DECOR letters, or whether any will be sent commencing in April 2012. With regard to those DECOR letters already received by employers, SSA will not take any follow-up action and employers should follow the letters’ instructions. If an issue exists with regard to an employee’s name, the employer should double check its own records and, if that provides no resolution, the employee should attempt to correct the problem with SSA.
California’s meal and rest break rules are extremely technical and nuanced—and a failure to properly comply with them can result in penalties. Here are answers to six frequently asked questions (FAQs) regarding compliance with this intricate area of California labor and employment law.
What to Expect When Employees Are Expecting: New Pregnancy and Lactation Accommodation Requirements for Oregon Employers
During the summer of 2019, the Oregon legislature passed two bills broadening protections for pregnant and lactating employees, including extending lactation break requirements to apply to employers of all sizes, requiring more flexible lactation breaks, and expressly requiring reasonable accommodation for known pregnancy and childbirth related limitations.
The city of Eugene, Oregon passed a mandatory paid sick leave ordinance last July, which is set to take effect later this year. The city has now published proposed rules that provide the all-important details about how the ordinance will actually work and what employers must do to comply. Below is a brief summary of