workplace matters magazine march-april 2015

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Page 1: Workplace Matters Magazine March-April 2015
Page 2: Workplace Matters Magazine March-April 2015

MARCH-APRIL 2015 | MSEC.ORG

Contents

March-April 2015

1 A Note From the Editor MSEC Social Media Sites

2 Taking Care of Business: Talent

4 2015 Employment Law Update Conference

6 Putting HR on the Fast Track

7 Tell Us What You Really Think Of Us! Survey Services

8 Federal Contractor Compensation Reviews: How Do Your Pay Practices Measure Up?

9 Affirmative Action Planning Services

10 What “Quickie Elections” Mean to You On-site Training 11 Member Profile: The Hozhoni Foundation, Inc New Workplace Investigations Services

12 Are Your Paid Time-Off- Benefits Competitive? 14 Use Effective Tools to Hire the Best

15 Staff Spotlight: Paula Henry Member Referral Program 16 Work Visas: Not H-1B 17 8th Annual Colorado Culture of Health Conference

MSECTAKING CARE OF BUSINESS

More than 3,000 organizations in 77 industries, representing nearly a million employees, have chosen MSEC as their

trusted business partner. We take that partnership seriously and are committed to making employers successful.

In 2015 we are focused on helping you take care of business by providing the expertise and tools you need to address your employment law and human resources challenges.

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A Note From the Editor

Lorrie RayMembership Development

I am very interested in how humanity interacts with technology, and the world of employment offers me a great opportunity to observe just how this is growing and changing. My first observation is that humans adapt to technology much more than technology adapts to humanity. Still, I am seeing technology make great strides, and I find it more and more useful.

A good example is social media. Like so many people, I find it endlessly fascinating to look at my Facebook feed. Smart employers use this tool to recruit employees. Not only can an organization post a job on Face-book, but potential hires can use Facebook to learn more about an employer and its culture, an indispensable element of recruiting in this age.

Employees can use technology to learn more about their profession and stay connected to current colleagues, past co-workers, and others who may be able to help them grow and learn. Employers are using technology to learn more about their employees. Engagement surveys are great tools employers use to learn what is important to employees and how the employees’ view of the business may benefit them. More and more employers use background screens, often done by a third-party using stronger software, to learn more about the people they hire. This has caused laws and regulations to change or be interpreted differently as we struggle to determine what background information is fair to use, and what is not.

Finally, technology is helping employers comply with the law. Some use Excel spreadsheets to track FMLA leave, hoping for a day when the perfect software will come along to make this easier, while others take advantage of robust platforms to comply with their Affirmative Action obligations.

As a member of MSEC, let technology help you. Take advantage of all our website has to offer, follow us on LinkedIn, Twitter, and Facebook, and read our Bulletin, Hot Topics, and MSEC Matters blogs.

Page 4: Workplace Matters Magazine March-April 2015

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Taking Care of Business: TalentJames McDonough, Membership Development

Is talent among your top concerns in 2015? A robust economy means hiring is picking up. Employees are tempted to leave, and competition for the best candi-dates to replace them is fierce. Improved stock perfor-mance means more employees retiring sooner, draining away institutional memory and skills. MSEC offers a wide range of services to help members address this

“double whammy.” Here’s an overview of MSEC Library resources to consult for each stage of the Talent Cycle.

AttractDoes your organization stand out enough to attract the talent it needs to achieve its objectives? Transparency is a reality for all organizations, and thanks to social networking and online searches, there is nowhere to

hide. It is no longer enough to have a pretty recruiting website and a recruiter’s lip service about being a great company to work for. Community reputation, live and virtual, is fueled by corporate culture. That is largely driven by individual behaviors, one-on-one in the workplace. Today it takes a mastery of both high-touch and high-tech competencies to stand out from the competition. Excelling in one may not be enough. Boost your know-how with Library resources like these:

• Books like “Good to Great” and “The Next IQ (for 21st Century Leaders)”

• Journals like Organizational Dynamics

GrowTraining, coaching, and mentoring all staff is a good investment if done correctly. It can fill skills gaps across your organization when external candidates are scarce due to lower labor force participation and marketplace competition. Do you have the in-house knowledge and skills to facilitate internal skills growth? Are your supervisors prepared? How do you know where to start? Try one of these:

• Many journal articles provide concise tips, great for busy supervisors and managers.

• Books such as “FYI: For Your Improvement” and “The Crowd Sourced Performance Review” offer tried-and-true methods as well as new options for developing staff.

KeepDemographics is destiny. Millennials are here and make up a larger share of the workforce and labor pool. Keeping them engaged and productive requires a new approach. Talented millennials seek employers who provide career paths, opportunities to learn, and flexibility in benefits, work schedules, and locations. They are

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willing to accept lower salary levels for employment with authentic “walk the talk” organizational cultures. How does your organization provide this? How is it communicated? For new ideas, try these books:

• Flex: Managing Across Differences

• Loyalty 3.0

ContinuanceAs Baby Boomers retire in greater numbers and are replaced by Gen Xers and Millennials, strategic workforce planning will be essential. Who will your leaders be? What skills will your organization need? How will you know your business’s needs over the next 10 years? Understanding business trends in order to tackle them is essential in this age of continuous technological disruption. Succession planning is an effective approach to business continuance. MSEC Library materials and research services help members plan for success.

Whatever business you need to take care of in 2015, contact me to discuss how to make the most of your membership resources: [email protected] or call 800.884.1328.

Have you seen our 2015 Training

Catalog? Check it out!Call 800.884.1328 to get your copy.

Page 6: Workplace Matters Magazine March-April 2015

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MSEC’s 2015 Employment Law Update ConferenceTim Settle, Employment Law Services

If spring is nearly here, then MSEC’s annual Employment Law Update can’t be far behind. Each year, our staff searches for the employment and labor law issues that are most significant for employ-ers and human resource professionals. Our goal is to arm you with the knowledge to assess your organization’s potential liabilities and management obligations and help you navigate waters that are increasingly hostile to business.

2015 will bring new challenges for employ-ers as federal and state legislation and regulatory proposals go into effect. The U.S.

Department of Labor, the Equal Employment Opportunity Commission, and the National Labor Relations Board all have fresh ideas, none of which is designed to help employers. The U.S. Supreme Court is also delib-erating decisions critically important to employers, including pregnancy accommodation obligations, liability for joint-employer status, and court review of EEOC conciliation obligations. These issues and more will be covered by our case, legislative, and regulatory update.

We will also provide informative and entertaining sessions on topics such as the new Colorado Wage Protec-tion Act and the renewed focus on commissions, bonuses and tips; an update and review of significant cases decided after the Americans with Disabilities Act; a session that highlights the critical importance of credibility assessments in everyday employee decisions; and an update on what may be historic changes under the National Labor Relations Act with impacts on both union and non-union employers.

In addition, we will have a luncheon session focusing on a subject familiar to all human resource professional and anyone who manages employees: teams, the individuals who make them up, legal issues that might impact their structure, and how they might operate differently or better in the age of the knowledge worker.

Please join MSEC and your colleagues to learn about these topics and more at the 26th annual MSEC Employ-ment Law Update, the most popular, entertaining, and informative employment law conference in the region. Dates and locations include Denver on May 5, Fort Collins on May 12, Colorado Springs on May 14, Grand Junction on May 19, and Scottsdale, Arizona on June 3. To register call 800.884.1328 or go to MSEC.org.

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This year’s topics include:

The New Colorado Wage Protection Act

New Cases Decided After The Americans

With Disabilities Amendments Act

Historic Changes Under The National Labor Relations Act

Watch for more details and topics.

To register call 800.884.1328 or go to MSEC.org.

Denver — May 5

Fort Collins/Loveland — May 12

Colorado Springs — May 14

Grand Junction — May 19

Scottsdale — June 3

Save the Date

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Putting HR on the Fast TrackSandy Alexander, Membership Development

One of my greatest professional joys is working with HR managers who are either new to the profession or new to an organization. In our first meeting, they often ask me what they should focus on and how can MSEC help them. These four areas always come to mind:

Take a look at the competition. By competition, I mean salary and benefits paid by your competitors. Retaining employees is a top priority for the c-suite, and it’s important to know what others are offering. While some may go to survey.com, be careful. Those results are not validated and may not be accurate. MSEC validates its survey data, which are available online at MSEC.org, and our surveys staff can help you with extracts and other tools.

Train managers. One of the best predictors of an employee’s engagement and retention is his or her man-ager. Most of us are promoted because we are good at our current job, not because we were born to manage. Leaders can be made—if not born—and training is essential. Not only are supervisory skills important, but in this day and age managers need to know how their actions can create or limit legal liability. We have a host of classes for managers, supervisors, and leaders to help them develop professionally and understand the essentials of legal compliance.

Update job descriptions. Job descriptions are key. They not only ensure that duties are well understood by both the manager and employee, but also provide information to determine the essential functions of a position for purposes of the American with Disabilities Act. One of my favorite things to show on our website is the job description creator through CCHAnswers Now. We can also help you by reviewing job descriptions to make sure you are preparing the job to your best advantage.

Classifying employees correctly. One of the most common employer mistakes is misclassifying employ-ees as exempt when they should be nonexempt. Attorneys know this, and late-night television is rife with commercials targeted to misclassified employees. We have written guidelines on proper classification, plus lawyers who can help you. We can also come to you and audit all of your positions.

If I can help get you on the fast track, give me a call at 800.884.1328.

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Tell Us What You Really Think Of Us!Heather Shockey, Outsourced Consulting Services

On April 6, we will kick off our 2015 Member Satisfaction Index (MSI) Survey. This is an opportunity for you to let us know how we are doing. The survey

will cover key areas of our business and ask you to rate our performance and give your opinion.

Prior to receiving the emailed survey, we ask that you work with your IT department to “white list” the ZipSurvey IP address 67.225.172.18 and the email address [email protected] to ensure that your system will

recognize our survey email and deliver it to your inbox.

We understand that your time is important. The survey will save your information as you enter it, so you can return and complete it as your schedule

allows. You should not share the link that you receive, but if someone else in your organization would like to participate, please contact [email protected] for an additional survey link.

Please complete your survey by no later than April 17. Thank you for taking the time to participate. We will notify you when we publish the results, and we’ll use the information from the survey to improve our services to better meet the needs of our members.

Watch for more information!

MSEC has been conducting employee engagement and satisfaction surveys for more than 25 years. Our state-of-the-art software

creates surveys that work for your organization. We can help gather the information, provide a comprehensive report, and data interpretation.

For more information call 800.884.1328.

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Federal Contractor Compensation Reviews: How Do Your Pay Practices Measure Up?Melinda Sanders, Affirmative Action Planning Services

The Office of Federal Contract Compliance Program’s (OFCCP) number-one enforcement priority is identifying and addressing “systemic pay dis-crimination” to help narrow the “persistent pay gap between males and females,” according to its FY2016 budget request justification. To achieve its goal, the OFCCP intends to hire more investigators with expertise in conducting complex data analyses for evaluating pay practices.

“Systemic pay discrimination” is a pattern or practice that results in measureable discrimination. The term can also refer to a practice applied systemically that results in pay discrimination; for example, steering women into lower-paying, non-labor positions. There is no specific numeric definition of a systemic case, but because these cases involve more than one individual by definition, violations carry bigger penalties.

It is vital that contractors analyze compensation before receiving a notice of an audit. If a contractor receives an audit letter, it only has 30 days to provide the OFCCP with employee-level compensation data including base salary, hours worked in a typical workweek, and any other compensation or adjustments to salary. These include bonuses, incentives, commissions, merit increases, locality pay, and overtime identified for each employee.

Legal counsel should direct and control compensation analyses to protect against discovery in an OFCCP audit. If your statistical analyses reveal potential discrimination, legal counsel must direct further statistical analyses to determine where the potential discrimination is occurring. Contractors must then address these issues.

OFCCP critically evaluates compensation factors such as starting salary; the ability to negotiate starting salary or pay increases; who determines where in a wage range a person will be compensated; who makes initial compensation decisions; what level of review is conducted for compensation decisions; when compensation is reviewed and the results of these reviews; steering groups into lower-paying positions or positions with less opportunity for advancement; and promotional compensation. OFCCP closely scrutinizes performance reviews as a factor affecting compensation. How are you ensuring that performance reviews are objective and fair? The OFCCP will want to know this if you are audited.

Compensation scrutiny began in earnest in 2013 when the OFCCP began a three-year effort to completely overhaul its pay-discrimination enforcement strategy. In 2014, the OFCCP began significantly targeting sys-temic issues, and systemic cases now compose the vast majority of the agency’s pay-discrimination enforce-ment activities. Seventy-one percent of pay discrimination settlements in 2014 involved systemic violations, compared with only 13 percent in FY2013. By 2016, the OFCCP expects that “virtually all compensation violations and successful settlements will involve systemic issues.”

MSEC’s Affirmative Action Planning Services prepares compensation analyses as part of the Affirmative Action Planning service. This service is managed by legal counsel, and compensation analyses are conducted under the direction and control of legal counsel.

If you have questions about compensation analyses or MSEC’s Affirmative Action Planning Services, please call me at 800.884.1328.

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We Won’t Box You In! There is more to affirmative action planning than

assembling data using a boxed software program. How your data are managed spells the difference

between a successful compliance review and penalties.

MSEC’s Affirmative Action Planning services are personal, professional, and individualized to your

business. MSEC scrubs your data, presents them in the most positive way, and instructs you on how

to use the information. We provide audit support at no additional charge and supply two hours

of free trainings to help improve processes. For more information or a comprehensive look at

our services visit MSEC.org or call 800.884.1328

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What “Quickie Elections” Mean to YouChad Orvis, Labor Relations

After two years of threats, on December 12, 2014, the National Labor Relations Board (NLRB) issued a final rule amending its regulations to shorten the time period from the filing of a union’s petition to the date of a union election. This means employers will only have about 10 to 15 days to react to a union petition before the election is held, rather than NLRB’s current 42-day target. The rule changes are scheduled to take effect on April 14, 2015.

While the current time period to learn of an organizing attempt and com-municate with employees about alternatives is reasonable, the shorter time

frame will significantly impact employers’ free-speech rights and their ability to respond. Employers will not have adequate time to train supervisors to respond appropriately to questions from employees, which means employees may never get to hear why a union may not be their best option.

Since you will not have time to train your managers and supervisors after you learn of a union petition, you may wish to train them now. Important topics include how to identify signs of union organizing and the legal rights, obligations, and prohibitions imposed by the National Labor Relations Act. Managers and supervisors must also know how to recognize and respond to a union campaign, what they can and cannot do legally, and skills and techniques for communicating the company’s position. For example, you probably know you cannot threaten, interrogate, or spy on employees during a union campaign, nor promise them benefits for rejecting a union. But these activities can take different forms, and supervisors must be familiar with them.

If you would like help training your supervisors, MSEC’s Labor Relations Department is happy to assist. Call us at 800.884.1328.

On-site NLRA Training Train your supervisors and managers

on how to identify signs of union organizing and instruct them on legal rights, obligations, and prohibitions imposed under the National Labor

Relations Act. MSEC will deliver training at your workplace.

Our on-sites are effective and efficient and ensure that employees

are exposed to the same content at the same time. If you have a number

of employees that need training, an on-site can save you time and money.

Don’t Get Caught Off-Guard

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Founded in 1970, the Hozhoni Foundation is a pri-vate nonprofit corporation that provides individual-ized residential, vocational, and educational services to people with developmental disabilities. Its goal is to enhance the quality of life, self-sufficiency, dignity, and self-respect of those it serves.

Hozhoni contracts with service providers to assist as many people in need as possible. Fund raising and grants help fund additional, necessary services that clients might otherwise not receive, including medical, dental, and therapeutic services. Cur-rently, Hozhoni assists more than 145 people based solely on their needs and how much they wish to participate.

Hozhoni provides services in the communities of Flagstaff and Prescott, Arizona in various settings. Hozhoni maintains a 16,425-square-foot facility in Flagstaff and a 6,000-square-foot facility in Prescott housing day programs and administrative offices. These facilities also afford space for staff training and visiting service providers such as behavioral health, dental hygienists, and speech, music, and massage therapists.

The Hozhoni Foundation is proud to be recognized by state and local entities for the outstanding services it provides.

Thank you, Hozhoni, for being a member of MSEC since 2004.

Member Profile

Share the benefits and value of your MSEC membership with colleagues, business partners, and friends. You are our best

source for referrals. Call 800.884.1328

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Are Your Paid Time-Off-Benefits Competitive?Sue Wolf, Surveys

When was the last time your organization reviewed the paid-time-off benefits it offers employees? Many employees and job seekers are looking for a balance between their work and personal lives. What kind of benefits will give you a competitive advantage when retaining and recruiting employees, and how much paid time off will you offer?

MSEC recently published its 2014 Paid Time Off Survey, which covers benefits such as paid holidays, sick leave,

personal time, vacation, consolidated PTO banks, jury duty pay, military leave, parental leave, and other leave policies. The following chart shows the most common paid-time-off plans employers offer to attract, retain, and assist employees with their work/life balance needs.

* A formal plan providing a bank of days to be used by each employee as desired. These consolidated plans typically include vacation, sick leave, and personal time.

How do the number of days based on years of service compare between traditional paid-time-off policies vs. Consolidated Paid Time Off*? The following data represent all organizations in the 2014 Paid Time Off Survey, which includes Arizona, Colorado, and Wyoming employers.

* A formal plan providing a bank of days to be used by each employee as desired. These consolidated plans typically include vacation, sick leave, and personal time.

What % of Organizations Offer the Following Benefits? Arizona Colorado Wyoming

Holiday 100% 99% 100%

Sick Leave (Formal Uninsured) 89% 89% 86%

Personal Time Off 61% 58% 47%

Vacation 100% 100% 100%

Consolidated Paid Time Off (PTO ) Plan* 47% 36% 27%

Military Leave (Private employers) 33% 25% 26%

Parental Leave 9% 10% 13%

Average Number of Paid Time Off Days Given or Accrued Annually

Vacation - Traditional

Sick Leave - Traditional

Personal Time - Traditional

Consolidated Paid Time Off*

Plan

After 1 year of service 11 9 3 17After 5 years of service 16 9 3 22After 10 years of service 19 9 3 26After 15 years of service 22 9 3 29After 20 years of service 24 9 3 30

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According to the above chart, traditional paid-time-off programs offer more paid-time-off days annually than a Consolidated Paid Time Off* Plan. A traditional paid-time-off program continues to be the most common method to administer paid-time-off programs. However, the health care industry and other 24/7 operations show a preference for a Consolidated Paid Time Off* Plan over traditional paid-time-off policies.

Regardless of which method organizations use to manage paid time off, a well-designed plan is just one of the elements in a total rewards package that attracts and retains engaged, motivated, and productive employees.

For more detailed information from the 2014 Paid Time Off Survey, please visit our website at MSEC.org to view the data by geographic area, organization employment size, and industry type.

What Is Employee Turnover Costing You?

Studies show that businesses spend about one-fifth of an employees’s annual salary to replace the worker that leaves the company. That can add up quickly, and affect your bottom line.

Hiring the right person can save you time and money. MSEC’s Pre-employment Services help you align the right person with the right job! For more information call 800.884.1328 or email [email protected].

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Use Effective Tools to Hire the BestLinda Kinter, Outsourced Consulting Services

Employers have many tools at their disposal to help them hire the best candidate for an open position. One of the most prevalent is the background check, which helps employers make informed hiring decisions and mitigates the risk of workplace violence, employee theft, and negligent hiring lawsuits.

Consumer reporting agencies conducting background checks are regulated by the Fair Credit Reporting Act (FCRA) and state and local laws. MSEC continually scans state and federal laws to ensure compliance.

The best background screens contain valuable information from a variety of resources:

• Criminal and civil record checks from county courthouses to international courts

• Driving record checks

• Verification of employment, education, and professional licensure

• Professional and personal reference checks

• Patriot Act Searches (terrorist watch lists) and Sex Offender Registry searches

Drug-and-alcohol testing is another effective tool at your disposal. A drug-and-alcohol testing program not only deters employees from coming to work impaired, but discourages substance abusers from applying in the first place.

Benefits of a drug-and-alcohol-free workplace are:

• Decreased health-care costs

• Reduced damage to equipment

• Lowered employee turnover and increased productivity

• Increase quality of your products and services

We partner with a trusted company to provide cost-effective local and national drug-and-alcohol testing. We have a broad selection of testing options, some of which are unavailable through any other source.

Finally, employment testing and assessment can help you determine whether an applicant has the necessary skills to be successful on the job. MSEC’s testing professionals work with you to develop validated online tests and assessments that best fit your hiring needs. These tests measure the candidate’s personality, attitude, cognitive reasoning, skills, and abilities.

Employers who use these tools have a safer, more secure work environment because they know who they are hiring. They also tend to attract candidates with the right skills for the job and enjoy higher retention rates.

Call me with questions or for more information at 800.884.1328.

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MSEC welcomes Paula Henry as its new Manager of Membership Develop-ment! Paula has more than 25 years’ experi-ence working in the private, nonprofit, and government sectors as well as managing her

own business, PH Balanced Consulting. This broad perspective gives her insight into the challenges our members face. In her diverse career, Paula has managed projects, processes, operations, teams, and collaborations.

Prior to establishing her consulting business, Paula worked for Metro Volunteers, Mile High United Way, Fidelity Information Services, the City of Frederick, Maryland, and the National Cable Television Association.

Paula has supported Denver’s Road Home, the City’s plan to address homelessness, for 10 years as both a volunteer and a consultant. She has also lent her expertise to National Philanthropy Day in Colorado and the Colorado Organ and Tissue Donor Awareness Council. She is an active member of the Colorado Women’s Chamber of Commerce.

Paula holds a BA in economics from North Carolina State University and an MBA from Hood College. She was also graduated from the Center for Creative Leadership’s Nonprofit Executive Leadership Academy.

Paula grew up in Washington, DC and Bethesda, MD, and has been in Denver almost 15 years. She loves living in Colorado and enjoys hiking, skiing, and mountain biking. But most of all, she enjoys spending time with family and friends, especially with her husband Jim and their dog Luna.

Having taken classes, worked with a job coach, and attended meetings at MSEC for many years, Paula already feels at home. She is excited to help employers take advantage of the tremendous ser-vices MSEC offers to help them be more successful and effective. Please join us in welcoming Paula!

Staff Spotlight Paula Henry

MSEC continues to expand the breadth of its workplace inves-tigation services to employers. Most recently, we obtained an

advanced investigator certifica-tion from the Association of

Title IX Administrators (“ATIXA”) organization.

Schools at all levels must investigate claims of sexual

harassment and sexual violence under Title IX. Title IX investiga-

tions are modeled after civil rights investigations, a natural fit for

MSEC investigators. Best practices in workplace and campus investi-gations remain a developing field. Please contact us to address your

questions or concerns. Call us at 800.884.1328, or email [email protected].

New Workplace Investigation Services

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Work Visas: Not H-1B Chris Bauer, Immigration, Specialized Legal Services

Not all work-authorized, non-immigrant employees in the United States are on H-1B Visas. While H-1B status is the pri-mary way, there are several other options. Your toolbox isn’t complete without some familiarity with these alternatives:

F-1 OPT: Students who recently graduated from a U.S. educational institution qualify for 12 months of Optional Practical Training. Extensions for an additional 17 months are available for some with Science-Technology-Engineering-Math (STEM) degrees if the employer is registered with

E-Verify. This authorization appears on an EAD (Employment Authorization Document) and does not require sponsorship.

J-1: Some of these programs permit work for a U.S. employer without the need for sponsorship. The Respon-sible Officer named on the DS-2019 can identify applicable limitations.

L: A foreign employee who worked for your company abroad for at least one year may qualify as an intracom-pany transfer, based on specialized knowledge (L-1B) or executive or managerial duties (L-1A). This requires sponsorship and can be challenging, but there is no cap.

TN: Available to Canadian and Mexican professionals with an offer of employment in one of the categories listed in Appendix 1603 of the North American Free Trade Agreement. It is often possible to arrange this type of visa at the border for minimal fees.

E-3: Available only to Australian professionals. Like the H-1B, requires a Labor Condition Application (LCA) and compliance with prevailing wage regulations. It may be possible to file either at a consulate or through U.S. Citizenship and Immigration Services.

H-1B1: Similar to E-3 but available to citizens of Singapore and Chile. Also requires an LCA and compliance with prevailing wage regulations.

There are several other possibilities, including H-2B, O, P, Q and R. Many choices!

Each visa classification comes with quirks and limitations. They vary in duration, in how they address spouses, and whether workers in the status can pursue permanent residency.

Might one of these fit your candidate for a difficult-to-fill position? Is one of these an alternative for someone who didn’t get an H-1B? Call one of MSEC’s immigration lawyers to discuss the possibility in detail.

And if you’re really curious, come to “Alternative Temporary Work Authorizations – the Not H-1B,” one of our new series of Employment-Based Immigration Briefing Sessions, offered May 11, 2015 in Denver.

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8th Annual Colorado Culture of Health Conference

The Evolution of Whole Health

April 9, 2015 | Sheraton Downtown Denver

The Colorado Culture of Health is the premier conference for employers and health professionals to learn about evidence-based wellness programs and

how to shift their worksite culture to promote employee health and well-being.

This year we have three well-known keynote speakers and we will offer 19 diverse breakout sessions addressing a variety of health care issues.

For a sneak preview go to msecmatters.msec.org

Please register by email at [email protected], or call 303.894.6732

Members of MSEC or CBGH

$149 per person or $139 per person for 3 or more attendees from one company

Non-Members

$169 per person or $159 per person for 3 or more attendees from one company

www.coloradocultureofhealth.org

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