2014 Human Resources Updates
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2014 Human Resources Updates

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Each year, the state and federal legislatures pass new employment laws, or update existing ones, that directly impact the way employers do business. Last year was no exception with the passing of ...

Each year, the state and federal legislatures pass new employment laws, or update existing ones, that directly impact the way employers do business. Last year was no exception with the passing of dozens of new regulations that went into effect on January 1, 2014, and many other going into effect later in the year.

Topics covered in the report include:

- Health Care Reform Updates 2013-2014
- ACA Provisions for Small Employers
- Cyber Crime Liabilities for Small Businesses
- New Compliance Obligations for 2014
- Summary of Major Employment Legislation
- Minimum Wage Updates
- Workers’ Compensation Rates to Rise in 2014
- Tax Updates for 2014
- Training & Development Webinars

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2014 Human Resources Updates 2014 Human Resources Updates Document Transcript

  • 2014 Human Resources Updates Inside: ▪ Health Care Reform Updates 2013-2014 ▪ ACA Provisions for Small Employers ▪ Cyber Crime Liabilities for Small Businesses ▪ New Compliance Obligations for 2014 ▪ Summary of Major Employment Legislation ▪ Minimum Wage Updates ▪ Workers’ Compensation Rates to Rise in 2014 ▪ Tax Updates for 2014 ▪ Training & Development Webinars
  • Health Care Reform Updates 2014 & 2015 Employer Mandate The Employer Mandate, originally scheduled to take effect in 2014, has been delayed until 2015. The Affordable Care Act does not require businesses to provide health benefits to their employees, however, if a large employer (50 or more full-time equivalents) chooses not to offer a health  plan or chooses to offer a plan that does not meet the minimum requirements of the law (affordable health plan), then the large employer is subject to the segment of the law which establishes employer penalties. In general, there are 2 penalties: A $2,000 per employee (minus the first 30) penalty for a large employer not offering coverage; and for employers who offer coverage which does not meet the minimum requirements of the law, a $3,000 penalty for any employee who receives subsidized coverage through the Exchange. Enforcement of the penalty was originally scheduled to begin in January 2014, however, in July 2013 the Federal agencies announced a one year delay, giving employers a reprieve until January 2015. Individual Mandate   As of January 1, 2014, the government requires most Americans to have health insurance. Individuals, including children, who don’t have coverage and who are not in one of the groups that is an exception to the rule, will pay a penalty. In 2014, the penalty is $95 or 1 percent of taxable income, whichever is greater. In 2015, the penalty will be $325 or 2 percent of taxable income, and in 2016 the penalty will be $695 or 2.5 percent of taxable income. Each year after 2016, the government will publicize the penalty based on a cost-of-living adjustment.  To help the uninsured meet the cost of mandated insurance, the government will offer premium credits and cost sharing subsidies to people who meet the following three criteria: 1) they meet certain income guidelines, 2) if they enroll in one of the new state-run insurance exchanges, and 3) if their employer does not offer them affordable coverage. Employer Reporting The Agencies have delayed the segments of the law related to information reporting.  Employers and other reporting entities are encouraged to voluntarily comply with the reporting rules during 2014, however, future guidance will detail the requirements which are now scheduled to be due in 2016 for the 2015 calendar year.   Employer waiting periods for group health coverage The ACA mandates that employers may not have a benefits eligibility waiting period longer than 90 days. However, California approved AB 1083, which requires that as of 1/1/14 a California employer may not have a waiting period greater than 60 days. Employer Notice Requirement (Market Place Notice) Effective 10/1/13 employers were required to provide a Market Place Notice to all employees.  This is a continuing requirement.   New employees must receive the notice within 14 days of their date-of-hire.  CPEhr manages this requirement for employees on CPEhr health plans.   Eliminating Annual Limits on Insurance Coverage Effective 1/1/14 the law prohibits new plans and existing group plans from imposing annual dollar limits on the amount of coverage an individual may receive.
  • Ensuring Coverage for Individuals Participating in Clinical Trials Effective 1/1/14 Insurers are prohibited from dropping or limiting coverage because an individual chooses to participate in a clinical trial. Applies to all clinical trials that treat cancer or other life-threatening diseases. Coverage Documentation Effective 1/1/14 health plans must provide coverage documentation to both covered individuals and the IRS. Establishing Affordable Insurance Exchanges   The law creates a state-based Market Place, also called Health Benefit Exchanges and Small Business Health Options Program (SHOP) Exchanges, administered by a governmental agency or non-profit organization, through which individuals and small businesses can purchase qualified coverage. Exchanges  began taking applications in October 2013 for a January 1, 2014 effective date.     Health Insurance Premium and Cost Sharing Subsidies  Effective 1/1/14 the new Market Place also called the Exchange, administers tax credits and cost sharing subsidies to qualifying individuals who purchase coverage through the Exchange.   Eligibility is based on size and income of the household and whether or not the individual’s employer offers an “affordable” health plan. Increased Access to Medicaid States that implement the ACA’s Medicaid expansion will gain a population of people who will become newly eligible for Medicaid effective 1/1/14.  Starting 1/1/14, coverage for the newly eligible adults are fully funded by the federal government for three years.  It will phase down to 90% by 2020. Summary Of Health Care Reform Provisions For Small Employers With Small Group Health Plans Employers offering coverage through a Small Group health plan have a number of smallgroup specific provisions to contend with, some of which are listed below: Essential Health Benefits:           Creates an essential health benefits package that provides a comprehensive set of services  and creates four categories of plans to be offered through the Exchanges, and in the individual and small group markets. Guaranteed Availability of Insurance:  Requires guarantee issue and renewability of health insurance regardless of health and allows rating variation based only on age (limited to a 3 to 1 ratio), geographic area, family composition, and tobacco use (limited to 1.5. to 1 ratio) in the individual and the small group market and the Exchanges. Increasing the Small Business Tax Credit: The law implements the second phase of the small business tax credit for qualified small businesses and small non-profit organizations. In this phase, the credit is up to 50% of the employer’s contribution to provide health insurance for employees. There is also up to a 35% credit for small non-profit organizations. May only apply if coverage is purchased through the Exchange. As clarification or new guidance is published by the Agencies, we update our clients through electronic media. Information provided by CPEhr about Health Care Reform should not be regarded as legal advice.
  • Summary of Major Employment Legislation by State Arizona • 2014 Minimum Wage Determination. Effective January 1, 2014, the minimum wage in Arizona will increase by 10 cents per hour to $7.90. 1/1/2014 California • • • • • • • • • • • AB 10 Increases the minimum wage, on and after July 1, 2014, to not less than $9.00 per hour and further increases the minimum wage, on and after January 1, 2016 to not less than $10 per hour. 7/1/2014 AB 11 Revises provisions to require employers to permit an employee who performs emergency duty as a volunteer firefighter, reserve peace officer, or as emergency rescue personnel, as defined, to take a leave of absence for the purpose of engaging in fire, law enforcement, or emergency rescue training. Effective: 1/1/2014 AB 263 Prohibits an employer from engaging in unfair immigration-related practices for the purpose of retaliation against any person who exercises any rights under the Labor Code, and authorizes a court to order the appropriate government agencies to suspend certain business licenses held by the violating party for prescribed periods based on the number of violations. Expands the protected conduct to include a written or oral complaint by an employee that he/she is owed unpaid wages; authorizes a private right of action for equitable relief, damages, and penalties by an employee against an employer who engages in unfair immigration-related practices; clarifies that an employer is prohibited from discriminating, retaliating, or taking adverse action against an employee or job applicant who has engaged in prescribed protected conduct relating to the enforcement of the employee’s or applicant’s rights. Effective: 1/1/2014 AB 556 Adds “military and veteran status” to the list of categories protected from employment discrimination. Provides an exemption for an inquiry by an employer regarding military or veteran status for the purpose of awarding a veteran’s preference as permitted by law. Effective: 1/1/2014 AB 633 Prohibits an employer from having a policy precluding an employee from providing emergency medical services, including, but not limited to, cardiopulmonary resuscitation, in response to a medical emergency; provides that these provisions do not impose any express or implied duty on an employer to train its employees regarding emergency medical services or cardiopulmonary resuscitation. Effective: 1/1/2014 SB 46 Revises certain data elements included within the definition of personal information by adding certain information that would permit access to an online account. Imposes additional requirements on the disclosure of a breach of the security of the system or data in situations where the breach involves personal information that would permit access to an online or email account. Effective: 1/1/2014 SB 288 Prohibits an employer from discharging or in any manner discriminating or retaliating against an employee who is a victim, as defined, of specified offenses, as defined, for taking time off from work, upon the victim’s request, to appear in court to be heard at any proceeding, including any delinquency proceeding, involving a post-arrest release decision, plea, sentencing, post-conviction release decision, or any proceeding in which a right of the victim is at issue. Effective: 1/1/2014 SB 292 Specifies, for purposes of the definition of harassment because of sex, that sexually harassing conduct need not be motivated by sexual desire. Effective: 1/1/2014 SB 390 Makes it a crime for an employer to fail to remit withholdings from an employee’s wages that were made pursuant to state, local, or federal law. Effective: 1/1/2014 SB 400 Extends protections to, and prohibits employers from taking adverse employment action against, victims of stalking. Also prohibits an employer from discharging or in any manner discriminating or retaliating against an employee because of the employee’s status as a victim of domestic violence, sexual assault, or stalking if the victim provides notice to the employer of the status or the employer has actual knowledge of the status, and requires the employer to provide reasonable accommodations for such a victim. SB 435 Requires an employer to pay an employee, for any meal, rest or recovery period mandated by law, one additional hour of pay at the employee’s regular rate of compensation for each workday that the meal or rest or recovery period is not
  • • • • • provided. The law previously required payment for any meal or rest period only. SB 496 Prohibits an employer from making, adopting, or enforcing any rule, regulation, or policy preventing an employee from disclosing information to a government or law enforcement agency, if the employee has reasonable cause to believe that the information discloses a violation of, or noncompliance with, a local rule or regulation; prohibits retaliation because the employer believes that the employee disclosed or may disclose information; prohibits an employer from retaliating against an employee for disclosing, or refusing to participate in an activity that would result in a violation of or noncompliance with a local rule or regulation. SB 530 Prohibits an employer from asking an applicant to disclose, or from utilizing as a factor in determining any condition of employment, information concerning a conviction that has been judicially dismissed or ordered sealed unless the employer is required by law to obtain that information, regardless of whether that conviction has been expunged, judicially ordered sealed, statutorily eradicated, or judicially dismissed following probation, or if the employer is prohibited by law from hiring an applicant who has been convicted of a crime. SB 666 Provides that reporting or threatening to report an employee’s, former employee’s, or prospective employee’s suspected citizenship or immigration status, or the suspected citizenship or immigration status of the employee’s or former employee’s family member, as defined, to a federal, state, or local agency because the employee, former employee, or prospective employee exercises a designated right, would constitute an adverse employment action; prohibits an employer from retaliating or taking adverse action against any employee or applicant for employment because the employee or applicant has engaged in protected conduct. Effective: 1/1/2014 SB 770 Expands the scope of the family temporary disability program to include time off to care for a seriously ill grandparent, grandchild, sibling, or parent-in-law. Effective: 7/1/201 Colorado • • HB 1209 Revises new-hire reporting requirements to comply with federal requirements that define “newly hired employees” and adds a new data element for new-hire reports for the date on which new hires first perform paid services. 1/1/2014 Rules re 7 CCR 1103-1 Increases the state minimum wage to $8.00 per hour and the state tipped employee minimum wage to $4.98 per hour. Effective: 1/1/ 2014 Connecticut • • HB 6452 Requires each employer, person or organization employing one or more employees to file and pay electronically quarterly unemployment tax returns, unless a waiver is secured. Effective: 1/1/2014 SB 387 Raises the minimum wage to $8.70 per hour as of January 1, 2014 and $9.00 per hour as of January 1, 2015. Delaware • HB 162 Brings the health insurance provisions of the Delaware insurance code into compliance with the federal Affordable Care Act. Effective: 1/1/2014 Florida • 2014 Minimum Wage Determination The minimum wage in Florida will increase to $7.93 per hour. Effective January 1, 2014. Hawaii • SB 332 (HB 59) Requires employers to provide employees with specific wage and employer information in employees’ pay records; requires employers to maintain accurate and timely wage recordkeeping. Effective 1/1/2014 Idaho • HB 22 Revises reporting and paying periods for Idaho income tax withheld by certain employers. 1/1/2014 Illinois • • • • HB 1 Creates the Compassionate Use of Medical Cannabis Pilot Program Act. Does not prohibit drug-free workplace policies provided they are applied in a nondiscriminatory manner. Effective: 1/1/2014 HB 2590 Provides that an employer may seek an order of protection to prohibit further violence or threats of violence by a person. Effective: 1/1/2014 HB 3038 Provides that employers and their employees or agents can be sued by any parties to electronic communications that are monitored illegally. Effective: 1/1/2014 SB 10 Provides same-sex and different-sex couples and their children equal access to the status, benefits, protections, rights, and responsibilities of civil marriage. Effective: 6/1/2014 Massachusetts • HB 3538 Section 67 of the FY 2014 budget provides for a repeal of the state’s Fair Share Contribution Program, which mandated that employers with 11 or more full-time employees make a “fair and reasonable” contribution toward the health care costs of their full-time workers or pay a penalty. Effective: 1/1/2014 Minnesota • SB 523 (HB 690) Limiting reliance on criminal history for employment purposes. Effective 1/1/2014
  • Missouri • • 2014 Minimum Wage Determination The minimum wage in Missouri will increase to $7.50 per hour effective January 1, 2014. Compensation for tipped employees must also total at least $7.50 per hour. SB 1 Modifies the law relating to the Second Injury Fund and occupational disease within the workers’ compensation system; affirmatively states that occupational diseases are exclusively covered under workers’ compensation laws and establishes various occupational diseases; provides that employers do not have subrogation rights in toxic exposure cases when a person is liable to the employee and that employees making claims against the Fund must undergo a reasonable medical examinations at the request of the Attorney General; provides that claims for permanent partial disability are not allowed against the Fund and that only certain permanent total disability claims are allowed. Effective: 1/1/2014 Montana • 2014 Minimum Wage Determination The minimum wage in Montana will increase from $7.80 per hour to $7.90 per hour on January 1, 2014. Nevada • SB 374 Clarifies that the existing medical marijuana law does not require any employer to allow the medical use of marijuana in the workplace, and does not require an employer to modify job or working conditions that are based upon the reasonable business purposes of the employer with respect to a person who engages in the medical use of marijuana. However, the employer must attempt to make reasonable accommodations for the medical needs of an employee who engages in the medical use of marijuana if the employee holds a valid registry identification card, provided that such reasonable accommodation would not: (a) Pose a threat of harm or danger to persons or property or impose an undue hardship on the employer; or (b) Prohibit the employee from fulfilling any and all of his or her job responsibilities. Effective: 4/1/2014 New Jersey • Public Question No. 2 Sets the minim um wage at $8.25 per hour. The amendment also requires annual increases based on any annual increases in the cost of living. Effective: 1/1/2014 New York • • SB 4728 (AB 7951) Relating to deductions for child support collections, requires an income payor to issue a notification when the debtor no longer receives income and to provide the debtor’s last address and the name and address of the debtor’s new employer, if known. Effective: 4/27/2014 SB 2607 Increases the minimum wage in New York to $8.00 on December 31, 2013, $8.75 on December 31, 2014, and $9.00 on December 31, 2015. Effective: 12/31/2014 Ohio • 2014 Minimum Wage Determination The minimum wage rate in Ohio will increase on January 1, 2014, to $7.95 per hour for non-tipped employees and to $3.98 per hour for tipped employees, plus tips. Effective: 1/1/2014 Oklahoma • SB 1062 Comprehensive Workers’ Compensation reform bill. Effective: 2/1/2014 Oregon • 2014 Minimum Wage Determination The minimum wage in Oregon will rise to $9.10 an hour in 2014. Effective: 1/1/2014 • HB 2654 Prohibits employers from requiring employees to disclose personal social media account passwords or to allow the employer to view the employee’s personal social media account. Effective: 1/1/2014 • HB 2683 Authorizes the employer to pay wages due to the employee through direct deposit into employee’s account, and requires employer to pay employee wages by check upon employee request. Effective: 1/1/2014 • HB 2903 Requires certain employers to post in premises where employees are employed a summary of statutes and rules related to employment rights of victims of domestic violence, harassment, sexual assault or stalking. Effective: 1/1/2014 • HB 2950 Allows eligible employees to take family leave to deal with the death of family member.Effective: 1/1/2014 • SB 590 Revises new-hire reporting requirements to comply with federal requirements that define ‘newly hired employees.” Effective: 1/1/2014 Rhode Island • HB 5079 Raises the minimum wage commencing January 1, 2014 to $8.00 per hour. Effective: 1/1/2014 • HB 5507 (SB 357) Prohibits an employer from inquiring either orally or in
  • • • writing about an applicant’s prior criminal convictions, with certain exceptions, until the first interview with the applicant. An employer may inquire about the applicant’s criminal convictions during the first interview and thereafter in accordance with all applicable state and federal laws. Effective: 1/1/2014 HB 6065 (SB 980) Allows employers whose average payroll exceeds 200% of the state minimum wage to pay wages less frequently than weekly. Effective: 1/1/2014 SB 256 Raises the minimum wage commencing January 1, 2014 to $8.00 per hour. Effective: 1/1/2014 Tennessee • • SB 1209 (HB 850) Removes certain prevailing wage requirements for the construction industry. Effective: 1/1/2014 SB 519 (HB 549)Allows individuals to be exempt from the workers’ compensation requirements if such individual is a member of a recognized religious sect or division and is an adherent of established tenets or teachings of such sect or division by reason of which such individual is conscientiously opposed to acceptance of the benefits provided by the workers’ compensation laws. Effective: 1/1/2014 Texas • HB 489 Provides that restaurants, retail food stores, and other food establishments and vendors may not deny in certain circumstances an assistance animal entry into an area of the establishment that was open to customers and was not used to prepare food. The assistance animal would have to be accompanied and controlled by a person with a disability or in training and controlled by an approved trainer. If the assistance animal were accompanied by a person whose disability was not readily apparent, a staff member of the establishment could inquire only about whether the assistance animal was required because the person had a disability and what type of work the animal was trained to perform. Effective: 1/1/2014 Vermont • 2014 Minimum Wage Determination Vermont’s minimum wage will increase to $8.73 an hour in 2014. The basic tip wage rate for service and tipped employees will increase to $4.23 per hour. The maximum tip credit allowed for 2014 is $4.50 per hour. Effective: 1/1/2014 Virginia • HB 1900 Aligns regulation of health insurance and related products to be consistent with relevant requirements of the federal Affordable Care Act. Addresses premium rate restrictions on health benefit plans providing individual and small group health insurance coverage, prohibits discrimination based on health status, prohibits adjustments in the cost of coverage based on genetic information, requires individual and small group health insurance coverage to include the essential health benefits as required by the Affordable Care Act, limits waiting periods for health plans offering group health insurance coverage to 90 days, and, effective 1/1/16, expands small employer groups from those with no more than 50 employees to no more than 100 employees. Effective: 1/1/2014 Washington • • 2014 Minimum Wage Determination Washington’s minimum wage will increase to $9.32 per hour beginning January 1, 2014. HB 1752 (SB 5590)Changes certain requirements for the operation of commercial motor vehicles in order to comply with federal regulations. Effective: 7/8/2014 This comprehensive state by state summary is provided by our strategic partner, Littler Medelson, P.C., authored by Matthew Ruggles, Littler Publications and utilized with their permission. Minimum Wage in the National Spotlight The new year brings with it a new election season, and it appears the Federal Minimum Wage will be at the center of the political debate. Since the inception of the FSLA in 1938 under President Roosevelt, it has been debated whether the enforcement of a fair “living wage” should outweigh the negative effects such an enforcement might have on the economy. As the costs of living continue to change, every few years the Congress revises the FSLA to accommodate these changes. These revisions are always accompanied by a spirited political debate, and we should expect the same in 2014. While the Federal Rate has been maintained at $7.25 per hour since 2009, when this section of the Fair Labor Standards Act (FLSA) was last modified by Congress, a number of States maintain their own minimum wages, and 14 states are increasing their minimum wage in 2014.
  • Workers Compensation Rates Trend Upwards in 2014 Throughout the U.S. employers are seeing a variety of increases in Workers Compensation rates. While some states will maintain their current rates, others will see increases ranging from 1% to over 11%. In some cases, these increases are “part of long-term plan[s] to ensure steady and predictable rates by benchmarking against wage inflation,” says Department of Labor and Industries Director Joel Sacks. In other cases, increases may be attributed increased medical expenses and other expected higher costs. California Workers’ Compensation Update Following months of speculation and anticipation, California Insurance Commissioner Dave Jones officially approved a 7.6% increase for California workers’ compensation pure premium rates in 2014. physician work, and professional liability insurance. Payments for services are calculated by multiplying the total combined costs of the service by a conversion factor, and adjusted for geographical differences in various resource costs. The Back-Story On September 24, 2013, a new Physician Fee Schedule was filed with the Secretary of State and will be published in the California Code of Regulations, effective January 1, 2014. The changes and reforms in payment reimbursements were mandated in Senate Bill (SB) 863. While the new payment system will be phased in over the next four years, the Bureau estimates that two-thirds of all medical payments to paid on 2014 policies will incur the full impact of the change. Throughout the second half of 2013, the California WCIRB (Workers’ Compensation Insurance Rating Bureau) had fluctuated in its recommended increases for 2014 insurance rates. In August, it was expected that increase would range between 4% - 5%. However, that number continued to rise, reaching 7.8% in September, and peaking at 9.6% in October. The final increase approved by Commissioner Jones settled at 7.6%. The Bureau explained that the amended filing is to cover expected higher costs from California’s new Medicare-style payment system for physicians reimbursements. This new system, which was mandated by last year’s workers’ compensation reforms, and which was developed and adopted by the Division of Workers’ Compensation (DWC), is known as a resource-based relative value scale (RBRVS) system. What is RBRVS? Briefly, in the RBRVS system, payments for medical services are determined by the estimated costs needed to provide them. The cost of providing each service is divided into three components: practice expense, Dr. Rupali Das, Executive Medical Director of the Division of Workers’ Compensation (DWC) states: “Adopting a payment schedule based on the RBRVS will increase fairness in reimbursement across the spectrum of medical services, help to reduce disputes regarding the reasonable value of medical services, and improve injured workers’ access to the most needed medical services.” Based on actuarial projections, the Bureau estimates that the new system will increase physician costs by more than 70% for new 2014 policies. While the WCIRB recommendations are heavily considered, California Insurance Commissioner Dave Jones was not required to follow them. He could have accepted, rejected or modified the Bureau’s proposed rate increases. Furthermore, while the state’s workers’ compensation insurers typically follow the commissioner’s guidance, they too are not required to do so. Ultimately, the Insurance Commissioner’s approved increase of 7.6% fell short of the Bureau’s recommendation of 9.6%. So while California employers may be disheartened by the prospect of increased workers’ compensation rates in 2014, they should be reassured that things could have been far worse. CPEhr offers alternatives to traditional workers’ compensation insurance programs. We work with A+ rated carriers yet can offer small and mid-sized employers the administrative support and economies-of-scale typically enjoyed by larger businesses. Contact CPEhr for more information.
  • Tax Updates For 2014 FEDERAL FICA (Social Security) Maximum Taxable Earnings Employer/Employee 2014 Withholding Percent Employer/Employee 2014 Maximum Withholding $117,000 6.2% $7,254 (up $204.60 from 2013 for ER and EE) FICA (Medicare) Maximum Taxable Earnings Employer/Employee 2014 Withholding Percentage Employer/Employee 2014 Maximum Withholding No Limit 1.45% No Limit (No change from 2013) Additional Medicare Tax for Wages in Excess of $200,000 Rate 0.9% (No limit, no change from 2013) SUPPLEMENTAL WAGES Rate (flat rate withholding method) Over $1 million 25% 35% (No change from 2013) WITHHOLDING The 2014 withholding tables have not been finalized, as Congress has not yet made their final decision on whether to adjust the tax rates. Any changes in the withholding tables will be communicated once they have been announced. 401(k) PLAN LIMITS: Elective Deferrals $17,500 (No change from 2013) 401(k) Catch Up Contribution Deferrals $5,500 (No change from 2013) Maximum 401(k) contribution (employer and employee) $52,000 (up from $51,000 in 2013) Maximum employee compensation towards contributions $260,000 (up from $255,000 in 2013) HSA PLAN DEFERRAL LIMITATIONS Individual Maximum Contribution (Includes Employer Contribution) $3,300 (up $50 from 2013) Family Maximum Contribution (Includes Employer contribution) $6,550 (up $100 from 2013) Catch-up Contributions (55+ years old) $1,000 (No change in 2013) CALIFORNIA ONLY: SUPPLEMENTAL WAGE WITHOLDINGS Bonuses & Earnings from Stock Options 10.23% (No change from 2013) Other Supplemental Earnings 6.60% (No change from 2013) DISABILITY INSURANCE (Employee Paid) Maximum 2014 Wages Subject to Withholding $101,636 (up $756 from 2013) Employee 2014 Withholding Percentage 1.0% (No change from 2013) Employee 2014 Maximum Deduction $1016.36 (up $7.56 from 2013)
  • Celebrating more than 30 years in business, CPEhr provides human resources solutions and Professional Employer Outsourcing (“PEO”) services to over 75,000 employees nationwide. Our unrivaled industry experience combined with the flexibility afforded to a privately held corporation, allows CPEhr to deliver highly customized human resources support, while at the same time offering benefits typically associated with Fortune 500 companies. Training & Development Webinars Employee training and development remains one of the top employment priorities as we move into 2014. Each month, CPEhr provides complimentary human resources training on a wide range of employment, health care, and insurance topics. CPEhr is certified by the Human Resources Certification Institute and provides HRCI recertification credits on select trainings. Our 2014 training schedule appears below. Learn more at: www.cpehr.com > Services > Training . Affordable Care Act: 2014 Employer Update 2014 Labor Law Updates Employee On-Boarding (Orientation) January 30 February 27 March 27 April 24 How to Improve Communication May 29 Union Prevention June 26 Risk Management Best Practices Managing Difficult Employees Conflict Resolution Building Great Customer Service Services include: • HR Compliance • Employment Administration • Employee Benefits • Risk Management • Payroll and Tax • Training • Recruiting 9000 Sunset Blvd., #900 West Hollywood, CA 90069 www.cpehr.com PH: 800.850.7133 FAX: 310.888.8420 The Coaching Process OPEN TOPIC We are proud of our commitment to customer service and personalized client relationships. We provide professional service to companies in a wide range of industries with workforces ranging from 2 to 20,000. With a retention rate that exceeds 90%, we know our team members are committed to our clients’ success. CPEhr’s flat hierarchy means our executive team is always available to you. July 31 August 28 September 25 October 30 November 20