Workforce Innovation Act Comes Into Force in 2015

President Barack Obama signed the Workforce Innovation and Opportunity Act (WIOA) into law on July 22, 2014. WIOA is designed to help job seekers access employment, education, training, and support services to succeed in the labor market and to match employers with the skilled workers they need to compete in the global economy. Congress passed the Act by a wide, bipartisan majority; it is the first legislative reform of the public workforce system in 15 years.

The 2014 Workforce Innovation Act comes into effect in July 2015. Each state’s public Vocational Rehabilitation (VR) program will have an expanded role in providing services related to the transition of youth with disabilities from school to adult life. The Act requires that 15% of vocational rehabilitation funds must be used for transition services. Community-based programs present new workforce management challenges for agencies with more and more staff working with clients outside of facility-based service environments.

Join MITC for our What’s New In Agency Workforce Management webinar on November 20 and explore how the new regulatory and funding environment (WIOA, Rhode Island ruling, ACA, overtime for homecare workers, managed care, and fee-for-service) effects agency workforce management.

Homecare Overtime Provision Delayed Until July

The federal government announced on Tuesday that it has put off enforcement of the plan to extend minimum wage and overtime protections to nearly two million home-care workers. The delay is designed to give employers more time to implement new workforce management solutions to better track time & attendance and manager schedules.

A year ago, the Labor Department announced that the wage protections would take effect nationwide January 1, 2015, but the department said it would not enforce the rule for six months — from January 1 to June 30. For the second six months of the year, the department said it would, “exercise its discretion” on whether to bring enforcement actions against any employers that decline to pay minimum wage or overtime.

Under the new rule, homecare workers have to receive the federal minimum wage of $7.25 an hour and time and a half when they work more than 40 hours a week. Only 15 states have state minimum wage and overtime protections for homecare workers; six others and the District of Columbia only require that they receive at least the minimum wage. The new rule ends a 40-year-old exemption from federal wage regulations.

For more information on effective time & attendance and scheduling solutions for homecare workers, contact MITC today.

MITC Announces Comprehensive Updates for Popular eNotify Alerts

As well as auto-texting or emailing employees to remind them of their next shifts, eNotify provides a complete workforce management alert solution including:

Time and Attendance Compliance

  • Employee clocked in/out using unrecognized phone number
  • Employee has requested a change to their clock-in or out time
  • Employee has requested PTO
  • Part-time employee averaging over 30 hours
  • Employee with more than NNN attendance edits in last NNN days
  • Manager with more than NNN unapproved timecards in last NNN days
  • Employee with more than NNN absences in last NNN days
  • Employee with more than NNN late arrivals or early departures in last NNN days

Workforce Management & Employee Scheduling

  • Employee working over 40 hours
  • Employee scheduled for more than 40 hours
  • Employee not trained at job scheduled
  • Employee now banned from job scheduled
  • Employee now terminated or inactive scheduled
  • Open position

Human Resources

  • Immigration documents expiring
  • License expiring
  • Training required
  • Employee received pay rate or salary increase

Billing

  • Authorization expired
  • Client with expired authorization receiving services from employee
  • Client hours of service exceeds authorization
  • Client with expired authorization receiving services at location

Work Orders & Equipment

  • Work order scheduled
  • Work order overdue
  • New work order received from customer
  • Work order completed alert to customer
  • Equipment needs servicing