Employment Law Update

New State Immigration Law North Carolina Governor Bev Purdue signed legislation on June 24th to require employers and local governments to use E-Verify. House Bill 36 requires counties, cities and employers to to use the federal E-Verify program to verify the work authorization of newly hired employees, in a three step process that will apply to employers that employ 500 or more employees on October 1, 2012; to employers who employ 100 or more employees but less than 500 on January 1 2013; and to employers that employ 25 or more but less than 100 employees on July 1 2013. Employers will be required to retain records of verification of work authorization while the employee is employed and for one year after that. The law would not apply with respect to seasonal temporary employees employed for 90 or fewer days during a consecutive 12-month period. New Workers Compensation Law The Governor has also signed into law HB 709, Protect and Put North Carolina Back to Work, a bill that was authored and strongly supported by the ECNC. This new law will have a very positive impact of the state’s workers compensation system. Some of the key points of the law include: – A rational definition of “suitable employment”; – A cap of Temporary Total Disability at 500 weeks; – Vocational rehabilitation with real return to work provisions; – An anti-fraud provision; – Better ways to get information you as an employer need from health care providers; – A safety valve for for injured employees who cannot earn any wages at all at week 500 and; – Important structural changes at the Industrial Commission to bring balance to the appointments as well as clarity and rationality to the rule-making process Firearms on company property In North Carolina, having a  permit does not authorize a person to carry a concealed handgun in a legally prohibited area, including government offices, financial institutions and premises where notice that carrying a concealed handgun is prohibited are posted. Therefore, employers should have a written policy as well as posted signs/decals. If you would like to receive further information regarding this legislation, or have any questions, get in touch with Mind Your Business, Inc. and we will do our best to help.]]>