There were no doubt big changes in 2020 and 2021 with the way we work. Many employees are still dealing with remote work, managing children’s school schedules, or returning to the workplace. With these changing times, employers should consider new benefit offerings to attract and retain employees.
Highly engaged employees are the driving force behind any successful organization. When your employees truly believe in your company values, they’ll go above and beyond to help achieve mutual business goals.
Establishments are beginning to reopen, and people are returning to the workplace. Employers need to establish plans to help keep employees healthy and the workplace safe from infectious disease.
As we continue to wade through the COVID-19 regulations we want to update you on the deferral of employment tax deposits and payments portion of the CARES Act.
The CARES Act was signed by President Trump on Friday, March 27, 2020. It is important to understand the provisions of this Act as well as the Families First Coronavirus Response Act (FFCRA) before making decisions related to payroll costs and staffing.
Many of you have been anxiously awaiting the final version H.R.6201, the Families First Coronavirus Response Act. On Wednesday (March 18) the U.S. Senate passed the bill and the President signed it. The legislation will extend assistance to individuals affected by the COVID-19 outbreak. The bill will become effective on April 2, 2020.
The end of the year is a great time to audit and organize your organization before launching into the new year. One thing to audit going into 2020 is the exempt status of your employees. The change to the FLSA exempt status salary threshold will be effective on January 1, 2020. FLSA status is just one of the things included in our End of Year Checklist.
This week the US Department of Labor (DOL) released the new Fair Labor Standards Act (FLSA) rule for the white-collar overtime exemption.
In its proposed overtime rule, the DOL projected the final rule would take effect by January 2020. If that’s the case, we might see the final rule by September or October.
Employers subject to filing EEO-1 should now prepare for the new Component 2 reporting requirement. As reported in our March 17, 2019 article we were waiting for further direction by the court which has now been decided.
