First things first, compliance is everything in the back office. Whether you’re running the payroll, tracking employee hours, calculating who is eligible for ACA, or what have you, the key to success is making sure all your ducks are in a row. Issues with compliance can lead to hefty fines and working backward to correct what has been wronged. All-in-all, it should be avoided at all costs and with the help of a few tools, it can be for the most part. Even the most seasoned HR and payroll professionals can find themselves with a penalty due to error.
Next month is the month many employers are, and have been, dreading for quite some time now. On December 1, 2016, the overtime exemption rules will be updated to reflect a hefty pay increase for those workers who are exempt. Not sure what qualifies as an exempt employee? According to the American Payroll Association, an exempt employee is one who does not need to be paid the minimum wage or overtime pay; with this, the employer does not need to record details involving their work (such as hours worked).
Jury duty is never fun, not for the person who has been summoned as a juror, and especially not for their employer who has to go on with one less employee. As an employer it can be extremely frustrating to have your staff pulled away for jury duty, but there isn’t much you can do about it other than disperse work to others in order to make up for that absence of the juror. The U.S. has a few provisions set in place to protect workers who do get called for jury duty in order to make sure their employment is not at jeopardy.
As you have probably heard, the Department of Labor (DOL) has recently passed a law that will affect overtime exemptions for salaried employees all across the country. Most of the articles you’ll find related to the subject are pretty difficult to understand - full of jargon you need a political science degree to understand and typically about 500 words longer than necessary. My goal in this blog is to simplify what the law means, explain how it will effect your company, and clarify what changes you will need to implement in order to stay in compliance with the new rules.