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You’ve hired a new team member and are excited to welcome them to the team. But in the work-from-home culture we’ve become accustomed to, how can your business ensure that they still feel connected to the team and
You’ve hired a new team member and are excited to welcome them to the team. But in the work-from-home culture we’ve become accustomed to, how can your business ensure that they still feel connected to the team and
Approximately 70% of people report that their employer has a responsibility to ensure their employees are mentally, physically, and financially well, according to The 2021 Workplace Wellness Survey by the Employee Benefit Research Institute (EBRI) and Greenwald
Just as you’ve heard a million times before, COVID-19 has left its mark on various aspects of our day-to-day lives, but most significantly; the workforce. As business returns to normal, and the days of remote work dwindle down, your HR department is likely battling how to approach their return to the office and how to help the business, and employees, thrive post-COVID.
shocking 95% of employees are considering walking away from their current job, according to a “Great Resignation” report from Monster. For some, there is no deal their management team could present that would defer their departure. However, those who are still on the fence are reflecting on various factors including new benefit offerings. Now more than ever, employers have the opportunity to transform employee perspectives and retain their employees by understanding their desires and expectations.
With 2017 just around the corner, it is time for employers in 19 different states to begin preparing for the increase in their state minimum wage that will go into effect on January 1, 2017. Each of these states has passed legislation that will increase their state minimum wage to be higher than the federal minimum wage.
FMLA stands for the Family and Medical Leave Act. This law was passed in 1993 to help employees balance their work life with their personal medical needs, as well as the needs of their family members.
Under this law, you are entitled to take up to 12 weeks of unpaid leave to either take care of your own serious health condition or to help take care of a serious health condition of an immediate family member. Don’t get lost in the sea of legal jargon, let us help you understand how the Family and Medical Leave Act affects your business by reading the important points we outlined below.
The Small Business Efficiency Act, or SBEA, was re-introduced in 2013 by Senators Charles Grassley, R-Iowa, and Bill Nelson, D-Fla., as S.479. NAPEO (National Association of Professional Employer Organizations) president and CEO Pat Cleary said, “The Small Business Efficiency Act (S.479) will improve tax compliance and create needed certainty for small businesses so that they can focus on growing their companies while leaving benefits administration and tax compliance to the experts in the PEO industry. Legislation is long overdue to recognize and certify PEOs, an important provider of solutions for small businesses on everything from health care to regulatory compliance.”
When it comes to employment compliance, the Form I-9 is very important. This is the form used to verify your employees’ work eligibility status. By not correctly following the Form I-9 compliance guidelines, employers risk paying hefty fines and penalties for each violation.
To help ensure your business is following all the rules surrounding this document, we have compiled a list of what you need to know to correctly follow Form I-9 compliance. This list is not meant to be considered as comprehensive.
With the “full time equivalent workers” provision of the Affordable Care Act (ACA) comes new enforcement initiatives for workers classified as independent contractors. The IRS and Department of Labor have made the issue of misclassification a priority item, with this new legislation additional resources have been provided to agencies for enforcement. It is important for employers to look closely at any worker that may fall into suspicion.
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GL205, GM546, GM575, GM576
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