Margie Faulk, PHR, SHRM-CP is a senior level human resources professional with over 14 years of HR management and compliance experience. A former Compliance Officer for Federal Defense Contracting Industry, Margie has worked as an HR and Compliance advisor for major corporations and small businesses in the small, large, private, public and Non-profit sectors. Margie is bilingual (Spanish) fluent and Bi-cultural. Margie’s focus is on multi-state, national, state and local workplace compliance. Additionally, Margie is working on International compliance initiatives globally which include workplace compliance in other countries like the UK, Canada, France, Brazil, China, Africa, Mexico, and India, just to name a few. Margie has created and presented seminars/webinars for many compliance institutes. These national training providers, offer compliance training to professionals, business owners and companies interested in having their company compliant with workplace and industry regulations. Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from the Society for Human Resources Management. Margie has completed the Certified Compliance and Ethics Professional training and is a member of the Society of Corporate Compliance & Ethics (SCCE).
As the COVID-19 vaccination is being distributed across the nation, many businesses are asking whether they can or should require their workforces to get the vaccine. In response to such questions, the Equal Employment Opportunity Commission (EEOC) recently issued guidance on vaccination-related issues in the workplace. Such issues implicate the Americans with Disabilities Act (“ADA”) and Title VII of the C..
The American Rescue Plan Act (ARPA) of 2021! New Family First Coronavirus Response Act (FFCRA) is Back! How Will this Version Impact the Workplace?
On March 11, 2021, President Biden signed H.R. 1319, the American Rescue Plan Act of 2021, which extends tax credits for private employers with 499 or fewer U.S. employees that voluntarily decide to provide emergency paid sick and/or family leave according to the otherwise-expired standards in the Families First Coronavirus Response Act’s (FFCRA) Emergency Paid Sick Leave Act (EPSLA) and Emergency Family Me..
The American Rescue Plan Act (ARPA) of 2021! New Guidelines by OSHA to Ensure Employers Have a Safety Process for COVID-19!
On March 12, 2021, the Occupational Safety and Health Administration (OSHA) launched a National Emphasis Program (NEP) that signaled a new enforcement agenda, targeting establishments in industries that have an increased potential for employee exposure to the Coronavirus 2019 (COVID-19) disease, including healthcare institutions. NEPs are temporary programs that focus OSHA’s resources on particular ha..
Employee Handbook 2021 Update. Includes Updated Federal, State and Local Regulations as well as Multi-State Regulations
Employers must get prepared for all the employment regulations scheduled to be effective in 2021 and beyond. Federal regulations have increased more this year than in previous years. Both Federal and State regulations have at times been at odds with each other. The Department of Labor (DOL) has increased its efforts to audit companies that have not updated their policies & workplace regulations. The oth..
Many companies have challenges keep track and keeping up with all the workplace laws and regulations that impact companies with more than 20 employees when they are in one state. Think of the challenges when the company has locations in multiple states and even across International locations. Companies are at risk for several workplace laws that can impact many parts of an organization. From staffing, hirin..
The regulations above are just a few of laws changed, revised or newly developed. Employers are impacted by a minimum of 8-26 regulations or more in 2018! Learn how you can manage the many laws that impact your organization by attending this webinar.Describe topic importance, how this can add value to the work style.Employers must arm themselves with the workplace regulations that will impact their organiza..
Emotional Intelligence refers to your ability to recognize and manage your own emotions, recognize and respond to the emotions of others and build effective relationships at work. Developing self-awareness promotes increased productivity and higher job satisfaction. These changes can also lead to improved communication, increased empathy and better interpersonal rapport and relationships.Using practical app..
Form I-9 Coronavirus (COVID-19) Alert: USCIS Announces Temporary Modifications to Employment Eligibility Verification Process and E-Verify Program!
In response to the new challenges presented by the coronavirus pandemic, the Department of Homeland Security (DHS) has announced temporary flexibility in the requirements for completing Form I-9, Employment Eligibility Verification, while employers are operating remotely. DHS also has extended the time in which employers may respond to Notices of I-9 Inspection and the time in which to address certain E-Ver..
Have All Your Managers be Aware of all the Compliance Risks and How to Mitigate them! This Compliance Training will save your company over $300,000 in potential fines, violation and court settlements. Can you see how you can mitigate risk when you train your Managers? Can you afford to lose $300,000 plus?How many Managers and Supervisors are training to be managers or leaders? Many Managers are promoted bec..
How many times have managers/supervisors made decisions you as a business owner or company leadership wished they didn’t? The law is clear on what behaviors from managers are a risk of “Vicarious Liability”. This term has many implications for employers, employees, and managers. In fact, the Equal Employment Opportunity Commission (EEOC) has included managers who employees allege harassed them on any of the..
State and local governments are increasingly adopting laws and regulations that prohibit employers from requesting salary history information from job applicants. The laws are aimed at ending the cycle of pay discrimination and some go further than merely banning pay history questions. A few also prohibit an employer from relying on an applicant's pay history to set compensation if discovered or volunteered..
When the Tax Cuts and Jobs Act (TCJA) was signed into law in December 2017, sweeping changes to Form W-4 became a matter of “when,” not “if.” Those changes—arguably the biggest since the form debuted in 1943—are finally materializing for the 2020 tax year, after a one-year implementation delay prompted by feedback from payroll and tax communities. Let’s provide some context for the current W-4 situation bef..
Proper Way to Terminate Employees with Performance Issues without Violating Title VII of the Civil Rights Act
Employers have always avoided the termination either because it is not easy to terminate someone or because it can be difficult to defend any allegations of wrongful termination. Cases of wrongful termination have emerged and increased since the late 2000 year. Research has identified the following factors in this increase: Employees more aware and knowledgeable of the workplace rightsEmplo..
More and more people –often your employees suffer from mental illness. Whether this is a result of the environment or better diagnostic tools is open to question. Those with a mental illness often deny this fact and often try to hide it from employers. Such is often a result of fear of being terminated or to avoid the stigma often attached to mental illness. As a result, mental health disorders often g..
In Fiscal Year 2017, The Equal Employment Opportunity Commission received 84,254 discrimination cases. Think about it, we have 200 work days a year – so this equates to over 400 a day and 52 every hour. Sheer numbers indicate that it’s just a matter of time before a discrimination charge crosses your desk. Get the information you need NOW to be prepared.Your first reaction to receiving a charge of discrimin..