{% set baseFontFamily = "Open Sans" %} /* Add the font family you wish to use. You may need to import it above. */

{% set headerFontFamily = "Open Sans" %} /* This affects only headers on the site. Add the font family you wish to use. You may need to import it above. */

{% set textColor = "#565656" %} /* This sets the universal color of dark text on the site */

{% set pageCenter = "1200px" %} /* This sets the width of the website */

{% set headerType = "fixed" %} /* To make this a fixed header, change the value to "fixed" - otherwise, set it to "static" */

{% set lightGreyColor = "#f7f7f7" %} /* This affects all grey background sections */

{% set baseFontWeight = "normal" %} /* More than likely, you will use one of these values (higher = bolder): 300, 400, 700, 900 */

{% set headerFontWeight = "normal" %} /* For Headers; More than likely, you will use one of these values (higher = bolder): 300, 400, 700, 900 */

{% set buttonRadius = '10px' %} /* "0" for square edges, "10px" for rounded edges, "40px" for pill shape; This will change all buttons */

After you have updated your stylesheet, make sure you turn this module off

by Jen Leigh on September 16, 2017

HR Compliance: DACA's Ending, What Employers Should Avoid Doing

HR Compliance

The Department of Homeland Security (DHS) announced on September 5th that they have initiated the "orderly phase out" of the program known as Deferred Action for Childhood Arrivals (DACA).   Employers who are concerned about the ending of this program need to be cautious of taking the following actions:

  1. Ask Employees About their DACA Status
  2. Attempt to identify DACA recipients based on I-9s
  3. Make staffing decisions based on a potential loss of work authorization.

These actions are discriminatory in nature and will  increase your chances of facing a discrimination claim.  

Instead, don't take any immediate action (Yes, you read that right)

We don't recommend that employers take any immediate action related to the DHS announcement.

According to information released by DHS, current DACA recipients will be permitted to retain both the period of deferred action and their employment authorization documents (EADs) until they expire, unless terminated or revoked by DHS.  

Complete I-9 reverification as you normally would when an employee’s temporary documents expire. At the time of expiration, if the employee can’t provide updated work authorization, they would no longer be eligible to work for you.Ask employees whether they are DACA participants

Detailed Guide the Form I-9, an HR Compliance Resource from inflection HR

There are various pieces of legislation that have been introduced that would grant legal status or create a pathway to citizenship for those who were eligible for DACA. At this point we do not know what will come of them, and it's uncertain what will happen after the phase out of DACA.  You can read more information in this DHS FAQ. 

Managing HR Compliance can be tricky if you don't have the right resources. Inflection HR customers have a team of HR pros on their side 24/7 to help them navigate the compliance horizon smoothly. Simplify your life with and check HR compliance off your todo list with our HR Support Center tool set, included free with any Inflection HR HCM solution. 

Jen Leigh

Jen Leigh is a Senior Product Specialist with Inflection HR's Cloud Based HR and Workforce Management Solutions. Connect with Jenni and the rest of the Inflection HR Team on Twitter, Facebook, or LinkedIn.