Employers who wish to conduct a dependent eligibility audit should be prepared with a strong communication plan to explain their reasons for the audit and how it will help employees in the long run.
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Fall is in the air. Which means it’s open enrollment time! If your organization is one of the many heading into open enrollment, here are some common open enrollment questions, answered.
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FMLA may be an option for an employee that is suffering from workplace stress, especially if it rises to the point of a serious health condition that affects the employee’s ability to perform their work duties.
Will 2019 be the year of the cyber criminal? Read about this and other cybersecurity risks in the latest Threat Intelligence report.
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While a leap year doesn’t guarantee an additional payday for your employees, it does increase the chances. We generally calculate employees’ salaries, contributions and deductions based on a 52-week calendar year, not bothering to count the leap year. But it’s not simply a matter of adding a pay period when leap year rolls around every four years.
As companies strive to become more inclusive in their employee communication and benefits programs, it is critical to keep in mind that there are technology solutions to streamline the process and reduce administrative burden. However, there could also be some technology challenges to keep in mind. For example, an emerging area for employers is employees that express a gender preference of non-binary — a spectrum of gender identities that are not exclusively male or female.
Employers need to be educated when responding to requests from employees for time off related to school meetings. Depending on the size of the employer, the purpose of the need for leave, and the state in which the employee works, such leave requests may be protected under federal and/or state laws. This means that employees may be entitled to take a certain amount of leave in conjunction with school-related needs.
Without a legitimate business reason coupled with sufficient documentation to support a termination, employees’ claims that they were terminated for unlawful reasons can be difficult, time consuming and costly to dispute. While there is no way to eliminate legal exposure to employees’ claims, there are ways for employers to significantly reduce their exposure when terminating employees. This article covers five ways you can reduce your exposure to claims for unlawful termination.
The Department of Labor (DOL) issued a final rule on September 24, 2019, increasing the minimum salary threshold level for white-collar exemptions to $684 per week (which equals an annual salary of $35,568). This new amount will be effective beginning January 1, 2020; the threshold currently sits at $455 per week ($23,660 annually). Wage and hour enthusiasts will be quick to recognize that this is not the DOL’s first go-around with raising the threshold, which was put on hold due to a Federal District Court injunction back in 2016.
Employers who are required to file EEO-1 Component 2 pay data for 2017 and 2018 must still do so by September 30, 2019. So, what has changed? On September 12, 2019, the EEOC published a Notice in the Federal Register regarding the collection of EEO-1 data from employers. Surprisingly, this Notice contained a substantially revised burden assessment with regard to the collection and filing of EEO-1 data.
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