I had the opportunity to attend NOVA SHRM’s 2016 Legal Academy and gained a wealth of information about current and potential future legislation and how it impacts businesses in the DC metro area. One of the speakers was Martin S. Ebel,the Director of Field Management Programs at the Equal Employment Opportunity Commission (EEOC). Mr. Ebel provided us with metrics, dived into the claims process at the EEOC, and discussed the areas of focus in the 2016 Strategic Enforcement Plan for the EEOC.

The federal government has spent a significant amount of time attempting to assure equality throughout the United States' workforce. Whether it is ensuring the EEO statement includes gender identity, sexual preference, or genetic information; ensuring there are not vast discrepancies between the salaries of men vs. women or based on race, or deciding whether to provide paid paternity leave. The world is changing and expectations of employers are too. Is your organization prepared to be inclusive for all?

Picture it: you have just concluded your interview and shaken hands with the ideal candidate who has all of the qualities and qualifications you are looking for in order to fill your open role and you quickly rush back to office to get in contact with your Recruiter to let them know you want to hire them ASAP! You are excited about the possibility of taking your department to the next level and want this candidate to be part of the team. At this point in the process, nothing else is standing in your way right?

Recently, I attended the Northern Virginia Chamber of Commerce Gov Con Symposium in Tysons. My favorite session was a panel about Mergers and Acquisitions (M&A) and how expanding M&A activity has and will continue to reinvigorate the industry. Throughout the session, we heard a lot about the books of business, competencies, and relationships that made sense for the two organizations as they related to whether or not to move forward with a transaction.

Culture develops in every organization. Employers can intentionally guide the environment with visible, well-developed values. Integral to creating a cohesive and collaborative environment in the face of change and conflict, particularly with mergers and acquisitions is an honest assessment of the current climate. Whether organizations are looking to enhance morale, or address a systemic issue, taking the time to develop your organizational identity is critical. To get started, ask some important questions about your organization…

Don't Forget to Provide Forms 1095-B & 1095-C by March 31st! Applicable large employers (ALEs) with 50 or more full-time employees including equivalents (FTEs) in 2014 must comply with Section 6056 reporting. ALEs must complete and distribute a Form 1095-C to full-time employees by March 31, 2016. The forms may be mailed, electronically delivered or delivered by hand. If electronically delivered, the employee must affirmatively consent to this form of delivery. If hand delivered, best practice is to receive the employee’s signature of receipt.