Federal Law > Hiring Employees > New Hire Reporting Requirements

New Hire Reporting Requirements

 

Personal Responsibility and Work Opportunity Reconciliation Act of 1996. The Personal Responsibility and Work Opportunity Act is a federal law which requires employers to report information on new hires to State New Hire Directories. The law requires each state to set up these new hire directories by October 1, 1997.

Purpose. The purpose of the Act is to locate individuals for purposes of establishing paternity and establishing, modifying, and enforcing child support obligations. The information may be accessed by the state agency or agent of that agency carrying out the program. The information may also be accessed by state agencies operating employment security and workers' compensation programs.

Reporting requirements. In general, each employer must furnish to the Directory of New Hires of the State in which a newly hired employee works, a report that contains the name, address, and social security number of the employee, and the name and address of, and the identification number of the employer.

Multistate employers. An employer that has employees who are employed in 2 or more states and that transmits reports magnetically or electronically may comply by designating one state in which such employer has employees to which the employer will transmit the report. Employers should check on the law in each state in which they do business because requirements may vary from state to state.

Reporting format and timing. Each report required by the Act shall be made on a W-4 form or, at the option of the employer, an equivalent form, and may be transmitted by 1st class mail, magnetically, or electronically. The report must be filed no later than 20 days after the date the employer hires the employee; or in the case of electronic or magnetic transmissions, by 2 monthly transmissions (if necessary) not less than 12 days nor more than 16 days apart.

Penalties. The Act provides that states shall have the option to set a state civil money penalty which shall be less than $25, or $500 if, under state law, the failure is the result of a conspiracy between the employer and the employee to not supply the required report or to supply a false or incomplete report.

Employers should discuss with competent counsel their rights and obligations in the states in which they do business.



SOURCES
  1. 42 U.S.C. §651 et seq.
Login to read more.

Related Articles

10/16/2018 E-Verify Federal Contractor Webinar
04/16/2018 New E-Verify.gov Website a User-Friendly Source to Verify Employment Eligibility
01/24/2017 Employers Must Use Form I-9 Dated 11/14/2016 to Verity Identity and Work Eligibility
06/10/2016 Judge Rules Against Employer that Required Job Applicants to Fill Out Health History
02/02/2016 USCIS Reminds Employers About Complete Form I-9
09/01/2015 USCIS Launches Spanish Language myE-Verify and Two Other New Services
07/13/2015 $200,000 to be Paid by Grocer for Sex Based Hiring Discrimination
04/29/2015 Department of Labor and Homeland Security Department Announce Interim Final Rule to Make Improvements to the H-2B Program
09/24/2014 $900,000 Settlement in Discrimination and Harassment Case by Federal Contractor
08/20/2014 EEOC Issues Report on Federal Work Force Statistics
03/05/2014 USCIS Observes System Use and Gives Tips on Following E-Verify Instructions
01/29/2014 OFCCP Approves Self-Identification of Disability Form
11/25/2013 USCIS Adds Enhancement to E-Verify Program to Help Combat Identity Fraud
10/31/2013 USCIS Redesigns Website to Make It More User-Friendly
09/16/2013 Department of Labor's Office of Federal Contract Compliance Programs Announces Final Rule About Discrimination Against Protected Veterans
09/10/2013 Iowa Becomes Fourth State to Join E-Verify's Program with Records and Information from DMV Databases
07/02/2013 USCIS Offers Enhanced Service to Employees Through E-Verify
03/12/2013 USCIS Publishes Revised Employment Eligibility Verification Form I-9 Effective March 8th
02/26/2013 U.S. Citizenship and Immigrations Services' E-Verify Given High Marks In Customer Survey
12/10/2012 $82,200 in Back Wages and Penalties for Violations of the Immigration and Nationality Act by Ice Cream Company
09/27/2012 Homeland Security Investigations Fines New Jersey Company $625,000 for Hiring Illegal Aliens
09/10/2012 $295,000 Settlement in Hiring Discrimination Case Against Government Contractor
06/26/2012 $2 Million Settlement in Back Wages and Interest for Hiring Discrimination by Government Contractor
03/28/2012 U.S. Citizenship and Immigration Services is Seeking Public comment about Revisions to the I-9 Form for Employment Eligibility Verification
01/20/2012 $75,000 Settlement in Race Discrimination Lawsuit Against Transportation Company, Training Ordered
11/18/2011 $400,000 in Back Wages to Settle Hiring Discrimination Allegations Against Nishimoto Trading Co., Training Ordered
07/01/2011 Supreme Court: Arizona's "Legal Arizona Workers Act" Not Preempted by Federal Law
04/27/2009 E-Verify Federal Contractor Requirement Postponed Until June 30, 2009
 

HR CARE®
MEMBER LOGIN

Username: *

Password: *
Accept terms *
Login failed.
 
copyright 2000 - 2018 Curtis Communications, Inc. All rights reserved. | Access to the HR Care publications is subject to certain terms and conditions.
Learn about our online compliance training at www.hrclassroom.com