On October 29th, the Bureau of Labor Statistics provided the latest 12-month Employment Cost Index, 

• Wages and salaries increased 4.2 percent for the 12-month period ending in September 2021 and increased 2.5 percent for the 12-month period ending in September 2020.
• Benefit costs increased 2.5 percent over the year and increased 2.3 percent for the 12-month period ending in September 2020. 

Among private industry occupational groups, compensation cost increases ranged from 3.2 percent for management, professional, and related occupations to 6.1 percent for service occupations. Within industry super sectors, compensation cost increases ranged from 3.0 percent for construction to 6.9 percent for leisure and hospitality.

Texas law requires In-home service and residential delivery companies to perform a complete criminal history background check through Department of Public Safety (“DPS”) or a private vendor on any employees or associates sent into customers’ homes (including attached garages or construction areas next to homes), or else confirm that the employee’s sent into customers’ homes are licensed by an occupational licensing agency that conducted such a criminal history check before issuing the license.

The records must show that during the past 20 years for a felony, and the past 10 years for a class A or B misdemeanor, the employee has not been convicted of, or sentenced to deferred adjudication for, an offense against a person or a family, an offense against property, or public indecency.

A check done in compliance with these requirements entitles the employer to a rebuttable presumption that the employer did not act negligently in hiring the person. For extra compliance, consider using a background check company to check all locations where the employee has lived.
It is also recommended to do such checks on employees who will be going into a person’s home, garage, yards, driveways, or any other areas where the employee could come into contact with people at their homes. 
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For more information about background screens and referrals to qualified background check companies, contact us at info@humanresourcesolutionsllc.com
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On October 12th, OSHA sent its second COVID-19 Emergency Temporary Standard, requiring employers of 100 or more employees to mandate that their employees be fully vaccinated or be tested weekly, to the White House Office of Information and Regulatory Affairs (OIRA).  The timeframe is unknown on how long OIRA will take to review the proposed regulation and no terms of the COVID-19 Emergency Temporary Standard have been released.
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On October 11th, Governor Abbott stated that no entity in Texas can compel receipt of a COVID-19 vaccination by any individual, including an employee or consumer, who objects to such vaccination for any reason of personal conscience, based on a religious belief, or for medical reasons, including prior recovery from COVID-19. The issues has been added as an item to the Third Special Session agenda. "The COVID-19 vaccine is safe, effective, and our best defense against the virus, but should remain voluntary and never forced," said Governor Abbott. ​

Occupational Safety and Health Administration (OSHA) has been tasked with issuing an emergency temporary standard (ETS) and to answer key questions regarding President Biden’s recent mandate requiring businesses with at least 100 employees to get vaccinated against the coronavirus or submit to weekly testing. Until the ETS is issued, employers can start preparing based on the following information;
·       Nonexempt employees must be paid for time spent undergoing testing during the workday, even if the time is on their day off
·       Employees may receive paid time off to get vaccinated or recover from any side effects
·       Employers will need to consider the costs associated with confirming negative test results for unvaccinated employees
·       While insurance may cover the cost of tests, several states have laws predating COVID-19 requiring employers to pay for mandatory medical tests or reimburse employees for any such testing
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Several large employers have already informed employees that proof of vaccine will be a requirement of employment unless the employee has a medical or religious reason. However, many employers are waiting until OSHA issues the ETS, which could be issued in the next 30-60 days, to understand their responsibilities.