As we continue to move through uncharted territory, we wanted to provide you with some insights on how to communicate with your employees and tips on keeping them engaged during this unique time.
With everyone facing disruption and uncertainty as a result of COVID-19, we wanted to reach out to our clients and partners with an update. Additionally, to make sure we are doing all we can to help you and your employees, we are offering FREE telemedicine services through MDLIVE to all our clients, employees, and their family members.
When a hurricane, earthquake, flood, fire, winter storm or other emergencies occur, numerous employment laws are implicated, including the federal law discussed below. Fair Labor Standards Act: Reduction of Pay and Work Hours Nonexempt employees: Fair Labor Standards Act (FLSA) requires employers to pay nonexempt employees only for hours that the employees have actually worked. Therefore,
US Department of Labor announced on 9/24/19 a finalized rule increasing the earnings threshold necessary for employees to qualify as exempt from the Fair Labor Standards Act’s (“FLSA”) minimum wage and overtime pay requirements.
The Equal Employment Opportunity Commission (EEOC) released a sample form, instructions, and FAQs to help employers submit employee pay data. The data is to be sorted by job category, race, ethnicity, and sex. This information is due to the agency by September 30, 2019. Earlier this year, employers were required to submit EEO-1 Component 1
“What’s an Employer to Do”? The U.S. Citizenship and Immigration Services (USCIS) periodically revises the Form I-9 and has previously made it clear that employers must use a current version of that form. However, the current Form I-9 that is found on the USCIS’s website was last updated July 2017 and has an expiration date
Several states have passed mandatory E-Verify laws that require businesses to confirm the work eligibility of all new hires using the federal electronic verification system. Employers that fail to follow these mandatory measures may be subject to serious sanctions. This chart shows which states have mandatory E-Verify laws that apply to private employers and/or to state
DecisionHR’s unemployment vendor, Employers Edge, has laid out some detailed information regarding voluntary employee quit for medical reasons. Read on to learn about the ins and outs of medical quits. Health and medical reasons account for a significant number of voluntary separations from employment. Most states consider certain medical reasons to be “good cause” for
Managing talent over the next five years will be completely different than how it has been done for the past 20 years. By 2025, millennials will make up 75% of the workforce and technology will play a large role in how you attract and retain that talent pool. So how do employers meet the changing
State and local officials were quite busy in 2018, especially when it came to employee-related laws. There were changes in 27 states and several important municipalities that affect employers of all sizes. There are caveats to many of these laws so employers should make sure to take note about which laws apply to their organizations.