Saturday, December 31, 2011

2012 is around Us ~ Happy New Year


We are humbled to note that we reached the New Year of 2012. With its emergence we are excited to begin the year with full of enthusiasm and explore what it brings us all.

Our intent is to work hand in hand with you in order to achieve mutual success throughout the Year of 2012.

Happy New Year once again!

From Your Team and Partner

(R) JNTConsulting

About JNT Consulting 
JNT Consulting Global Resources is a professional services consulting and management company, provides workforce solutions that demonstrate the "High Performing Organization" regardless of size and location. 

JNT Consulting has its headquarters in San Jose, California and is ‘”Your Partner for Growth & Development”, “Your Professional Coach”, and “Your Provider of Programs & Services”. You can contact us by calling +1 650 241-3207 or visit our website.

# # #

USA - Validate Employment Eligibility Thru I-9 Form

(c) JNTConsulting
Every US Employer need to validate the eligibility of employment of anyone who will begin working for the company or organization. This function is normally executed by the Human Resource Professional who provides the Initial Orientation of the new employee at Day One.

Recently, the Department of Homeland Security, USCIS released the latest version of the I-9 Guide for immediate use by US employers. This new Guide bears a date as 06/01/11. US Employers are required to follow and maintain a documentation procedure for the compliance of I-9 Form (Employment Eligibility Verification Form). Instruction about the form’s content and how it should be administered is located on page 3 and 4 and page 5 bears the required and complete information and the page 6 illustrates the documents that will substantiate eligibility for employment within the continental United States of America. The new 2011 version of the I-9 document with expiration date as 8/31/12, can be found at USCIS website.

The Department of Homeland Security (DHS) published higher civil fines against employers that violate federal immigration laws; as of March 27, 2008, monetary penalties increased approximately 25 percent. Penalties will be given on a per-alien basis—if an employer knowingly employed or continues to employ five unauthorized citizens, five separate fines may be charged.

In 2011, the Department of Justice has been continuously prosecuting employers who were violating the Employment Eligibility Verification. The Immigration and Nationality Act’s (INA) anti-discrimination provision prohibits employers from placing additional documentary burdens on work-authorized employees during the hiring and employment eligibility verification process based on their citizenship status or national origin. 

“All workers who are authorized to work in the United States have the right to work without encountering discrimination because of their immigration status or national origin,” said Thomas E. Perez, Assistant Attorney General for the Justice Department’s Civil Rights Division. “We are committed to vigorously protecting authorized workers from discrimination in the hiring process and ensuring that employers uphold their obligations under the law.” 

To see the most recent case in regards to Employment Verification.

I-9 Inspections Campaign 

Per SHRM Website, The U.S. Immigration and Customs Enforcement (ICE) has launched a new I-9 inspection campaign across the country, targeting employers suspected of employing unauthorized workers. These “inspections” are announced by service of a subpoena calling for production of Forms I-9 for all current employees and for all employees terminated over the past year. You can also find information at the USCIS Website.

“Employers may not treat authorized workers differently during the employment eligibility verification process based on their citizenship status,” said Thomas E. Perez, Assistant Attorney General in charge of the Civil Rights Division.   “Federal law prohibits discrimination in the employment eligibility verification process, and the Justice Department is committed to enforcing the law.”

To see the most recent Settlement to an Employment Eligibility Violation.

The Rule on Employment Eligibility is very clear on what are required and needed in order to complete the complete procedure by a Human Resources Professional or his/her representative who is conducting the verification.

Employers found in violation to the I-9 Form will be penalized with fines and at certain situation a jail time will be imposed. 

It is always necessary to be mindful about the organizational risks that are related to non-compliance of the Eligibility of Employment Certification. If you are not certain that you are following the complete regulation, hire an experienced human capital consultant who  can assist you with the compliance and management.  

It is recommended to keep handy a current e-copy of the  I-9 Form (Employment Eligibility Verification Form) and the Employer's Guide for Employment Eligibility Verification.

# # #

New California Laws - Effective Janary 1, 2012

California Laws that will affect your business, effective January 1, 2012;
(the following appeared at our December Special Edition of the JuNcTion)

1. The CA AB 469  - New Hire Pay Rate Notice
      This amends the California Labor Code by adding “that employers are required to provide each new hire with a written pay notice at hiring in English or the new hire’s primary language”.  The notice provides rate, methods, scheduling of pay, and employer’s pertinent information. The AB 469 will take effect January 1, 2012. This notice is not required for those who are exempt from overtime, for public employees, or for employees covered by valid collective bargaining agreements if they make more than 30 percent of the minimum wage.

2. The CA AB 22 - Credit Report Use
      This will take effect in January 1, 2012. California now joins Connecticut, Hawaii, Illinois,       Maryland, Oregon and Washington as U.S. States that limit the use of credit checks by employers. The CA AB 22 amends California Labor Code and State’s Consumer Credit Reporting Agencies Act to restrict the discretion that private and public sector employers have to use “consumer credit    reports” for hiring / personnel decisions, unless the purpose of usage meets the exceptions allowed by the law.
      AB 22 bans the use of pre-employment credit checks for many employers. The bill prohibits employers or prospective employers from obtaining a consumer credit reports for employment  purposes unless the position of the person for whom the report is sought is one of the following:
A managerial position;
A position in the state Department of Justice;
A sworn peace officer or other law enforcement position;
A position for which the information contained in the report is required by law to be disclosed or obtained;
A position that involves regular access to specified personal information for any purpose other than the routine solicitation and processing of credit card applications in a retail establishment;
A position in which the person is or would be a named signatory on the employer's bank or credit card account, or authorized to transfer money or enter into financial contracts on the employer's behalf;
A position that involves access to confidential or proprietary information; or
A position that involves regular access to $10,000 or more of cash.

It will be a great practice to apply necessary changes within your workplace. If you are not sure how these changes can impact your organization. Secure the guidance and assistance of an experienced consultant who might be able to help you. 

"Managing organizational risks are essential to avoid greater penalties and consequences"
# # #

Friday, December 30, 2011

Forward Looking and Beyond

Photo by: jalennturre (c) 2011

The US economy is still uncertain. However, in November 2011 reports show that the national unemployment figures went down to 8.6 percent. The unemployment trend is downward and there are more small businesses / startup that are entering the market either by self-funding or with the support of venture capital. However, big organizations are still rolling their dice on re-organization and people are still getting laid-off.

The need is greater than ever to evolve from tactical HR to a results and ROI oriented function. Our research shows that there are ongoing needs for professionals who can discuss the ‘Return On Investment’ in Human Capital that supports the overall organization at the executive level. Executives have awoken that these competencies are essential within the HR operation. Globally, strategic human capital and resource management practitioners with business acumen and an ROI focus are essential to business success.

HR professionals are developing their strategic competencies but short of abilities to discuss ROI and business. Companies are generally only focused on the operational costs context instead of the feasible whole landscape from the conceptual intent to hire, the mechanisms involved, people and resources, effectiveness and support, growth, successions, the ROI values and impact to the entire company.

Indeed, there are only a handful of HR professionals who can truly illustrate an integrated landscape of the ROI and business within the management of human capital and resources. 

#   #    #

Australia - New "SkillSelect" in 2012

Photo by: jalennturre (c) 2011
New Skilled Migrant Selection Register - known as "SkillSelect"

Effective July 1, 2012, Australian Immigration's skills worker program will be called the Skilled Migrant Selection Register, to be known as "SkillSelect"

This new program will require all new prospective Australian skills migration visa applicants to submit an EOI (Expression of Interest) and then wait for an invitation before they can lodge their visa application. Its intent was to deliver the skills that Australia needs by matching the best and brightest migrants to the available places in the migration process.

The "SkillSelect" is an electronic-based system with two-stage process;
√ First, submit an online EOI (Expression of Interest)
√ Second, upon receipt of an invitation, must lodge the visa application linked to the EOI

"All new applications for Independent skilled, Family Sponsored skilled, State or Territory Sponsored skills or Business Skills migration will be required to go through the electronic-based system. It is hoped that the first round of invitations will be sent on August 1, 2012. There will be specific considerations for those who have lodged their applications before the effective date of "SkillSelect"

Depending upon their skills and eligibility, intending migrants will be able to express interest in a range of Skilled Migration programs on one EOI. These programs will include;
√ Independent skilled migration
√ State or Territory sponsored skilled migration
√ Family Sponsored skilled migration - Business Skills
√ The Employer Nomination Scheme (ENS)
√ The Regional Sponsored Migration Scheme (RSMS)
√ The Subclass 457 Temporary Business
Source: New SkillSelect - Australia Dept of Immigration and Citizenship

For inquiries and additional information, our Australian-based migration legal team will be able to assist you in regards to effective strategies that will be applicable to your specific case. Please contact us at:

JNT Consulting - New South Wales, Australia

Last Year, our office in Terrigal, New South Wales, Australia commenced in servicing our Australia-based clients through the leadership of our Director, Aldo Vaccarezza. Aldo is instrumental to our success in the land of Oz. 

# # #

Wednesday, December 21, 2011

Shops Green for the Environment - A Social Consciousness

During the week, our mailbox received a Newsletter from our City of San Jose Recycling Resource Center, reminding us about "San Jose Shops Green Ordinance" which will take effect in January 1, 2012.

The campaign that bring your own bag when you go to the Grocery for shopping will help in reducing the litters in our environment and facilitate in conserving natural resources.

What this means to Everyone?

It's a participative action among citizens in conserving our natural environment. Having a reusable shopping bag will be advantageous and convenient. This is a matter of having the discipline of putting this bag in your car, near the door or your keys before going shopping. In that way, you will not forget. By assimilating this practice - the plastic or paper bags that the stores give you will be eliminated eventually. The more people participate in this campaign, the better mother earth we preserve for the long run.

Ideal Gift for your Family and Friends this Christmas:
Give them an eco-friendly reusable bag !
source: custom grocery

Please click on the link to read the complete Ordinance:

For your comments, feel free to email to: or add into the box at the comments section at the bottom of the page.

Enjoy your Holidays with family and friends.

Saturday, December 17, 2011

Merry Christmas to All

From All of Us at JNT Consulting, we are wishing you all
the Love and Peace of the Christmas Season.

Celebrate with Family and Friends during the Holidays!

We would like to hear from you. Please do not hesitate to share your comments at the space provided below or send to us via:

We invite you to join us at our social media pages:

#  #  #

USA - 2011 PTINs Expires on Dec 31st

The US Internal Revenue Service reminds tax return preparers to renew their Preparer Tax Identification Numbers (PTINs) before year’s end. All 2011 PTINs will expire on Dec. 31 and must be renewed annually.

The IRS urged preparers to start their renewal process now to avoid missing the deadline. The Press Release dated December 15, 2011 illustrated several tips on renewing the PTINs smoothly.

JNTC Articles published an informative material that is related to this matter in July 14th 2011.

The PTIN is an essential credential of a Tax Preparer. Taxpayers must make sure that their tax preparer affix their PTIN in the prepared tax return so that the US IRS would be able to identify when there is an error in the tax filings.

We would like to hear from you. Please do not hesitate to share your comments at the space provided below or send to us via:

We invite you to join us at our social media pages:

# # #

Friday, December 9, 2011

USA - 2012 Standard Mileage Rates

Today, the Internal Revenue Services announced that the 2012 Standard Mileage Rates will take effect in January 2, 2012.

  • 55.5 cents per mile for business miles driven
  • 23 cents per
    mile driven for medical or moving purposes
  • 14 cents p
    er mile driven in service of charitable organizations
The rate for business miles driven is unchanged from the mid-year adjustment that became effective on July 1, 2011. The medical and moving rate has been reduced by 0.5 cents per mile.
Important Note:

A taxpayer may not use the business standard mileage rate for a vehicle after using any depreciation method under the Modified Accelerated Cost Recovery System (MACRS) or after claiming a Section 179 deduction for that vehicle. In addition, the business standard mileage rate cannot be used for more than four vehicles used simultaneously.

Please click on the link to read the details of this Announcement.

Business related mileage reimbursements shall be computed based on the above guidance from the IRS (Internal Revenue Services). The 2011 Guidance was published here in July 2011.

When unsure of the correct calculations and relevant business activities that can be reimbursed under the Standard Mileage Standards, please consult your accountant or someone with experience in this area.
We would like to hear from you. Please do not hesitate to share your comments at the space provided below or send to us via:

We invite you to join us at our social media pages:

# # #