Health Care Reform Assistance & Services: HR&P offers the highest quality human resource outsourcing and payroll services to a diverse pool of clients.
Terminations based on employees' Facebook posts (or posts on other social media sites) are nothing new. The pace of such firings reached such a crescendo three years ago that the National Labor Relations Board (NLRB) issued a legal memorandum summarizing how it had ruled in a variety of cases brought to the Board.
Ever since cafeteria plans, also called Section 125 plans, became available in 1978, employers have complained about the rigidity of these plans. Specifically, they were troubled by the fact that, when employees did not use all of the funds in their accounts by the end of the year, those funds had to be forfeited.
As the name implies, the “Roth 401(k)” is a hybrid retirement plan that an employer can provide to its employees. This type of plan combines several elements of traditional 401(k) plans with Roth IRA features in designated accounts.
Employers have the right to monitor employee communications to avoid legal issues and protect proprietary information. However, employees have an expectation of privacy that must be addressed in clear policies. These policies should explain the purpose of monitoring, specify which communication methods are subject to monitoring, and outline the steps that may be taken. Employers can generally monitor communications sent from company devices or related to company business. Bring-your-own-device policies also require clarification of privacy expectations to balance business and personal use. Developing strong, legally compliant policies helps employers monitor communications appropriately.
Do your employees understand your company's compensation philosophy? That was a question posed to human resource managers in a recent WorldatWork survey, Compensation Programs and Practices.
Maximizing employee productivity on a sustainable basis can be an elusive goal. But a properly designed incentive compensation plan can play a big part in making it happen
When it comes to cybersecurity, the weakest link could be any one of your employees which is why establishing cybersecurity policies and staff training are critical. Learn more at http://www.hrp.net/2017/02/train-employees-to-avoid-cybercrime/
Employers are increasingly offering improved benefits like flexible working arrangements, career development opportunities, and health care benefits to retain valuable employees, as retaining current staff is more efficient than hiring replacements. A survey found that over a third of employers had difficulty retaining skilled workers, and nearly one in five changed their benefits plans in the past year, most commonly improving health care benefits. Career development and flexible working arrangements were seen as particularly important for retaining millennial and highly skilled employees.
Terminations based on employees' Facebook posts (or posts on other social media sites) are nothing new. The pace of such firings reached such a crescendo three years ago that the National Labor Relations Board (NLRB) issued a legal memorandum summarizing how it had ruled in a variety of cases brought to the Board.
Ever since cafeteria plans, also called Section 125 plans, became available in 1978, employers have complained about the rigidity of these plans. Specifically, they were troubled by the fact that, when employees did not use all of the funds in their accounts by the end of the year, those funds had to be forfeited.
As the name implies, the “Roth 401(k)” is a hybrid retirement plan that an employer can provide to its employees. This type of plan combines several elements of traditional 401(k) plans with Roth IRA features in designated accounts.
Employers have the right to monitor employee communications to avoid legal issues and protect proprietary information. However, employees have an expectation of privacy that must be addressed in clear policies. These policies should explain the purpose of monitoring, specify which communication methods are subject to monitoring, and outline the steps that may be taken. Employers can generally monitor communications sent from company devices or related to company business. Bring-your-own-device policies also require clarification of privacy expectations to balance business and personal use. Developing strong, legally compliant policies helps employers monitor communications appropriately.
Do your employees understand your company's compensation philosophy? That was a question posed to human resource managers in a recent WorldatWork survey, Compensation Programs and Practices.
Maximizing employee productivity on a sustainable basis can be an elusive goal. But a properly designed incentive compensation plan can play a big part in making it happen
When it comes to cybersecurity, the weakest link could be any one of your employees which is why establishing cybersecurity policies and staff training are critical. Learn more at http://www.hrp.net/2017/02/train-employees-to-avoid-cybercrime/
Employers are increasingly offering improved benefits like flexible working arrangements, career development opportunities, and health care benefits to retain valuable employees, as retaining current staff is more efficient than hiring replacements. A survey found that over a third of employers had difficulty retaining skilled workers, and nearly one in five changed their benefits plans in the past year, most commonly improving health care benefits. Career development and flexible working arrangements were seen as particularly important for retaining millennial and highly skilled employees.
During (and for weeks after) the holiday season, many workers experience a spike in productivity-robbing clinical depression. As a timely reminder, the EEOC has issued fresh guidelines on the employment rights of workers suffering from that affliction and other mental conditions. Employers need to be clear on this score as well. Here's what the EEOC had to say.
Although new overtime regulations were set to kick in on December 1, a federal district court has moved to block the changes, at least temporarily. What does this mean for employers and what should they do now? Whether businesses should immediately drop plans to comply with the new rules, or move forward anyway, may not be a simple question for employers to answer.
Workers at a lighting manufacturer went on strike to demand higher wages. During the strike, management threatened to fire half the workers and transfer jobs to Mexico. After the strike ended, some jobs were moved to Mexico. The NLRB found the company guilty of unfair labor practices and retaliation. The court upheld this, noting the threats during the strike and suspicious timing of the job transfer. Employers cannot legally transfer jobs in response to union activity like strikes.
Pregnancy discrimination in the workplace is illegal, but it still happens. That's why the Equal Employment Opportunity Commission continues to initiate litigation on behalf of victims of pregnancy discrimination. In one of the latest examples, the Commission has filed a lawsuit in the interest of a pregnant woman who was forced to take a leave of absence. Employers and employees alike should take note of this action.
Some work events and tasks become so routine that it's easy to forget their purpose, or to think about how to make them more effective. Prime example: routine staff meetings. Here's a fresh look at how to make this workplace fixture more worthwhile.
The document discusses how a chemical manufacturer had to pay $175,000 in back pay and interest after its pre-employment test was found to disproportionately screen out African American applicants. The employer's test was not sufficiently validated to prove it was predictive of job performance. Under EEOC guidelines, employers must validate any selection procedures, like tests or interviews, that have an adverse impact on protected groups to avoid claims of discrimination. Validating means demonstrating the selection procedure is representative of important job skills through statistical analysis or subject matter expertise. Failure to validate procedures that adversely impact hiring can result in legal and financial consequences.
Next year, many employers could face a substantial jump in the effort that will be required to complete the EEO-1, the half-century old annual survey of workplace demographics. But the matter isn't settled yet. Employers have flooded the Equal Employment Opportunity Commission with concerns about its proposed requirement that pay data be added to the form. Here's more.
It's a good news/bad news story: The nation's birth rate has rebounded after a drop that followed the 2008 financial crisis. The bad news is pregnancy discrimination charges are also on the rise. This is a touchy area and one that employers need to keep a close eye on. This article describes new standards that clarify what's discriminatory, and what isn't.
Overtime pay has been in the news a lot lately because of upcoming changes in the income threshold for exempt status. Those changes take effect in December. But even as employers are gearing up for that development, many are getting tripped up by long-standing overtime pay rules. This article discusses some recent examples.
The Department of Labor recently issued final rules that will increase the civil penalties assessed to employers for violating various federal laws. The higher penalties are part of a law passed last year and are scheduled to begin with those assessed after August 1, 2016. This article explains why the penalties are increasing and some of the new amounts.
With the goal of improving workplace safety, the Occupational Safety and Health Administration is giving employers what they call a "nudge." The nudge takes the form of requiring some companies to publish worker injury reports online. New rules ratifying that policy will kick in for affected employers generally beginning in 2017. Here are the highlights.
Starting December 1, new overtime rules kick in that will make millions more employees qualify for overtime pay. The changes include a dramatically higher pay threshold that determines whether workers are eligible for overtime at a rate of at least one and one-half times their regular pay. With a few months of lead time, employers need to take a look at their operations and decide how to incorporate the changes. This article explains.
Unequal pay based on gender is under fire on two fronts. The Equal Employment Opportunity Commission is moving aggressively to combat this kind of discrimination by enforcing existing law, and also with a controversial proposal. If passed, that proposal will greatly increase the reporting burden on employers. Here are the details.
Biometric health screenings are showing up more and more in company wellness programs. If well planned, they can turbocharge a health promotion. But if they aren't administered carefully, they can also lead to problems. Here are some guidelines to help you take advantage of the benefits while avoiding the pitfalls of biometric screenings.
Using video technology to conduct job interviews and candidate screening is growing in popularity, for several reasons. Some who advocate its use even suggest that younger job prospects might consider your company stuck in the past if you don't make use of this technology. Should you jump on the bandwagon? Here are some points to consider.
Suppose your employee complains about discrimination on the job, a complaint you feel is unwarranted. Dealing with that sort of complaint can be troubling and time-consuming. But be aware that any form of retaliation real or perceived against that employee while you investigate the complaint is illegal. Make sure you've fully informed your managers and supervisors understand just how important this is. Here's what you need to know.
Many of your employees may not feel well but they aren't physically ill. Instead, what they lack is "financial wellness," a hot topic in many companies these days. In a nutshell, they're worried about making ends meet today as well as in the future, and that can take a toll on their productivity. Should you try to do anything about it? And, if so, what?
Employers want a healthy workforce, but achieving that goal has eluded many, if not most, organizations. Typically this is because wellness initiatives are launched with a burst of enthusiasm and high hopes, only to be subsequently neglected. An extensive study by one university looks at "wellness that works" and offers practical ideas on how to implement a program that actually achieves results.
With cold and flu season kicking in, it's likely that many of your employees will get sick and still come into work. Most employers offer some form of paid sick leave, but there are still many that don't. Some states and localities as well as the federal government have taken action to mandate paid sick leave for certain workers. This article lists them and describes where the issue stands.
Certain workplace behavior policies might seem entirely reasonable to have in your employee manual. But reasonableness is in the eye of the beholder, and if the beholder is the National Labor Relations Board, seeing eye-to-eye may require some adjustment. One such behavior policy centers on employees discussing their wages among themselves. Here's what you need to know.
Monthly Market Risk Update: June 2024 [SlideShare]Commonwealth
Markets rallied in May, with all three major U.S. equity indices up for the month, said Sam Millette, director of fixed income, in his latest Market Risk Update.
For more market updates, subscribe to The Independent Market Observer at https://blog.commonwealth.com/independent-market-observer.
During (and for weeks after) the holiday season, many workers experience a spike in productivity-robbing clinical depression. As a timely reminder, the EEOC has issued fresh guidelines on the employment rights of workers suffering from that affliction and other mental conditions. Employers need to be clear on this score as well. Here's what the EEOC had to say.
Although new overtime regulations were set to kick in on December 1, a federal district court has moved to block the changes, at least temporarily. What does this mean for employers and what should they do now? Whether businesses should immediately drop plans to comply with the new rules, or move forward anyway, may not be a simple question for employers to answer.
Workers at a lighting manufacturer went on strike to demand higher wages. During the strike, management threatened to fire half the workers and transfer jobs to Mexico. After the strike ended, some jobs were moved to Mexico. The NLRB found the company guilty of unfair labor practices and retaliation. The court upheld this, noting the threats during the strike and suspicious timing of the job transfer. Employers cannot legally transfer jobs in response to union activity like strikes.
Pregnancy discrimination in the workplace is illegal, but it still happens. That's why the Equal Employment Opportunity Commission continues to initiate litigation on behalf of victims of pregnancy discrimination. In one of the latest examples, the Commission has filed a lawsuit in the interest of a pregnant woman who was forced to take a leave of absence. Employers and employees alike should take note of this action.
Some work events and tasks become so routine that it's easy to forget their purpose, or to think about how to make them more effective. Prime example: routine staff meetings. Here's a fresh look at how to make this workplace fixture more worthwhile.
The document discusses how a chemical manufacturer had to pay $175,000 in back pay and interest after its pre-employment test was found to disproportionately screen out African American applicants. The employer's test was not sufficiently validated to prove it was predictive of job performance. Under EEOC guidelines, employers must validate any selection procedures, like tests or interviews, that have an adverse impact on protected groups to avoid claims of discrimination. Validating means demonstrating the selection procedure is representative of important job skills through statistical analysis or subject matter expertise. Failure to validate procedures that adversely impact hiring can result in legal and financial consequences.
Next year, many employers could face a substantial jump in the effort that will be required to complete the EEO-1, the half-century old annual survey of workplace demographics. But the matter isn't settled yet. Employers have flooded the Equal Employment Opportunity Commission with concerns about its proposed requirement that pay data be added to the form. Here's more.
It's a good news/bad news story: The nation's birth rate has rebounded after a drop that followed the 2008 financial crisis. The bad news is pregnancy discrimination charges are also on the rise. This is a touchy area and one that employers need to keep a close eye on. This article describes new standards that clarify what's discriminatory, and what isn't.
Overtime pay has been in the news a lot lately because of upcoming changes in the income threshold for exempt status. Those changes take effect in December. But even as employers are gearing up for that development, many are getting tripped up by long-standing overtime pay rules. This article discusses some recent examples.
The Department of Labor recently issued final rules that will increase the civil penalties assessed to employers for violating various federal laws. The higher penalties are part of a law passed last year and are scheduled to begin with those assessed after August 1, 2016. This article explains why the penalties are increasing and some of the new amounts.
With the goal of improving workplace safety, the Occupational Safety and Health Administration is giving employers what they call a "nudge." The nudge takes the form of requiring some companies to publish worker injury reports online. New rules ratifying that policy will kick in for affected employers generally beginning in 2017. Here are the highlights.
Starting December 1, new overtime rules kick in that will make millions more employees qualify for overtime pay. The changes include a dramatically higher pay threshold that determines whether workers are eligible for overtime at a rate of at least one and one-half times their regular pay. With a few months of lead time, employers need to take a look at their operations and decide how to incorporate the changes. This article explains.
Unequal pay based on gender is under fire on two fronts. The Equal Employment Opportunity Commission is moving aggressively to combat this kind of discrimination by enforcing existing law, and also with a controversial proposal. If passed, that proposal will greatly increase the reporting burden on employers. Here are the details.
Biometric health screenings are showing up more and more in company wellness programs. If well planned, they can turbocharge a health promotion. But if they aren't administered carefully, they can also lead to problems. Here are some guidelines to help you take advantage of the benefits while avoiding the pitfalls of biometric screenings.
Using video technology to conduct job interviews and candidate screening is growing in popularity, for several reasons. Some who advocate its use even suggest that younger job prospects might consider your company stuck in the past if you don't make use of this technology. Should you jump on the bandwagon? Here are some points to consider.
Suppose your employee complains about discrimination on the job, a complaint you feel is unwarranted. Dealing with that sort of complaint can be troubling and time-consuming. But be aware that any form of retaliation real or perceived against that employee while you investigate the complaint is illegal. Make sure you've fully informed your managers and supervisors understand just how important this is. Here's what you need to know.
Many of your employees may not feel well but they aren't physically ill. Instead, what they lack is "financial wellness," a hot topic in many companies these days. In a nutshell, they're worried about making ends meet today as well as in the future, and that can take a toll on their productivity. Should you try to do anything about it? And, if so, what?
Employers want a healthy workforce, but achieving that goal has eluded many, if not most, organizations. Typically this is because wellness initiatives are launched with a burst of enthusiasm and high hopes, only to be subsequently neglected. An extensive study by one university looks at "wellness that works" and offers practical ideas on how to implement a program that actually achieves results.
With cold and flu season kicking in, it's likely that many of your employees will get sick and still come into work. Most employers offer some form of paid sick leave, but there are still many that don't. Some states and localities as well as the federal government have taken action to mandate paid sick leave for certain workers. This article lists them and describes where the issue stands.
Certain workplace behavior policies might seem entirely reasonable to have in your employee manual. But reasonableness is in the eye of the beholder, and if the beholder is the National Labor Relations Board, seeing eye-to-eye may require some adjustment. One such behavior policy centers on employees discussing their wages among themselves. Here's what you need to know.
Monthly Market Risk Update: June 2024 [SlideShare]Commonwealth
Markets rallied in May, with all three major U.S. equity indices up for the month, said Sam Millette, director of fixed income, in his latest Market Risk Update.
For more market updates, subscribe to The Independent Market Observer at https://blog.commonwealth.com/independent-market-observer.
An accounting information system (AIS) refers to tools and systems designed for the collection and display of accounting information so accountants and executives can make informed decisions.
In World Expo 2010 Shanghai – the most visited Expo in the World History
https://www.britannica.com/event/Expo-Shanghai-2010
China’s official organizer of the Expo, CCPIT (China Council for the Promotion of International Trade https://en.ccpit.org/) has chosen Dr. Alyce Su as the Cover Person with Cover Story, in the Expo’s official magazine distributed throughout the Expo, showcasing China’s New Generation of Leaders to the World.
A toxic combination of 15 years of low growth, and four decades of high inequality, has left Britain poorer and falling behind its peers. Productivity growth is weak and public investment is low, while wages today are no higher than they were before the financial crisis. Britain needs a new economic strategy to lift itself out of stagnation.
Scotland is in many ways a microcosm of this challenge. It has become a hub for creative industries, is home to several world-class universities and a thriving community of businesses – strengths that need to be harness and leveraged. But it also has high levels of deprivation, with homelessness reaching a record high and nearly half a million people living in very deep poverty last year. Scotland won’t be truly thriving unless it finds ways to ensure that all its inhabitants benefit from growth and investment. This is the central challenge facing policy makers both in Holyrood and Westminster.
What should a new national economic strategy for Scotland include? What would the pursuit of stronger economic growth mean for local, national and UK-wide policy makers? How will economic change affect the jobs we do, the places we live and the businesses we work for? And what are the prospects for cities like Glasgow, and nations like Scotland, in rising to these challenges?
How to Invest in Cryptocurrency for Beginners: A Complete GuideDaniel
Cryptocurrency is digital money that operates independently of a central authority, utilizing cryptography for security. Unlike traditional currencies issued by governments (fiat currencies), cryptocurrencies are decentralized and typically operate on a technology called blockchain. Each cryptocurrency transaction is recorded on a public ledger, ensuring transparency and security.
Cryptocurrencies can be used for various purposes, including online purchases, investment opportunities, and as a means of transferring value globally without the need for intermediaries like banks.
University of North Carolina at Charlotte degree offer diploma Transcripttscdzuip
办理美国UNCC毕业证书制作北卡大学夏洛特分校假文凭定制Q微168899991做UNCC留信网教留服认证海牙认证改UNCC成绩单GPA做UNCC假学位证假文凭高仿毕业证GRE代考如何申请北卡罗莱纳大学夏洛特分校University of North Carolina at Charlotte degree offer diploma Transcript
How to Identify the Best Crypto to Buy Now in 2024.pdfKezex (KZX)
To identify the best crypto to buy in 2024, analyze market trends, assess the project's fundamentals, review the development team and community, monitor adoption rates, and evaluate risk tolerance. Stay updated with news, regulatory changes, and expert opinions to make informed decisions.
Madhya Pradesh, the "Heart of India," boasts a rich tapestry of culture and heritage, from ancient dynasties to modern developments. Explore its land records, historical landmarks, and vibrant traditions. From agricultural expanses to urban growth, Madhya Pradesh offers a unique blend of the ancient and modern.
What Lessons Can New Investors Learn from Newman Leech’s Success?Newman Leech
Newman Leech's success in the real estate industry is based on key lessons and principles, offering practical advice for new investors and serving as a blueprint for building a successful career.
How Poonawalla Fincorp and IndusInd Bank’s Co-Branded RuPay Credit Card Cater...beulahfernandes8
The eLITE RuPay Platinum Credit Card, a strategic collaboration between Poonawalla Fincorp and IndusInd Bank, represents a significant advancement in India's digital financial landscape. Spearheaded by Abhay Bhutada, MD of Poonawalla Fincorp, the card leverages deep customer insights to offer tailored features such as no joining fees, movie ticket offers, and rewards on UPI transactions. IndusInd Bank's solid banking infrastructure and digital integration expertise ensure seamless service delivery in today's fast-paced digital economy. With a focus on meeting the growing demand for digital financial services, the card aims to cater to tech-savvy consumers and differentiate itself through unique features and superior customer service, ultimately poised to make a substantial impact in India's digital financial services space.
Health care reform assistance and services texas - dallas, houston, austin, san antonio
1. Toll Free: 877.880.4477
Phone : 281.880.6525
HR&P offers valuable compliance
assistance and customized tools to help
employers stay on the tracks.
www.hrp.net
2. How HR&P Can Reduce Your Compliance Burden
• Providing a customized summary report on how Health Care Reform impacts your business
• Calculating potential penalties under the “Play or Pay” provision
• Offering a Full Time Equivalent (FTE) Employee calculator
• Performing a tax credit eligibility test for small businesses
• Providing a tracking report for all “Variable Hour Employees” in conjunction with 4980H
• Distributing required notices to all eligible employees
www.hrp.net
3. Health Care Reform Services also provided by HR&P
Summary of Benefits Coverage (SBC)
www.hrp.net
• Distribute material to all existing and eligible new hires within the deadlines
• Update material when changes or amendments are made to the plan
• Online access so employees can view or print material
• Assist with questions from employees or employer
• Incorporate with ERISA required SPD’s and open enrollment materials
4. Employee Notice of Exchange
www.hrp.net
• Notice to all new and existing employees that describes all the options available under the
Exchange
• Guidance on how to sign up for the Exchange and what coverage is being offered
• Troubleshoot difficult issues with the Exchange
5. Medical Loss Ratio (MLR) Rebates
www.hrp.net
• Provide carriers with the monthly average total number of employees so they can calculate
the rebate
• Assist in distributing rebates to each employee through a payroll credit or separate check
(client’s discretion)
• Explain other options the DOL gives the employer in issuing the rebate
• Issue a notice to each employee getting a rebate explaining the purpose of the rebate
6. Employer Shared Responsibility
www.hrp.net
• Employers with 50+ FTEs and/or equivalents, must offer affordable, minimum essential
coverage or be subject to tax penalties.
• Calculating the minimum wages that must be paid to avoid offering “unaffordable
coverage”
• Helping clients establish a measurement period (3-12 months) and keeping track of existing
and newly eligible employees
• Providing reports that reflect where each employee stands (FTE Status, Variable Hour
Status, Lookback Period, Stability Period) during this process throughout the year to help
avoid tax penalties
• Notify all newly eligible employees and provide available coverage information
7. Medicare Tax on Wages and Unearned Income
www.hrp.net
Applies to those earning: $200,000 if filing single; $250,000 if married filing jointly, and;
$125,000 if married filing separately.
• Calculate and apply the 0.9% increase in Medicare tax on wages
• Calculate and apply the 3.8% Medicare tax on unearned income
8. Form W-2 Reporting
www.hrp.net
Applies to employers with 250+ W-2s for the tax year.
• Track and include the value of group health coverage provided to employees showing the
total costs for both employee and employer
9. Flexible Spending Account (FSA) Annual Limit
www.hrp.net
• Conduct open enrollment meetings to educate employees on tax savings, changes, and
increase participation in the plan
• Hand out material to employees that explain the changes to the annual limit ($2,500),
eligible expenses, and answer employee & employer questions
• Online enrollment with new and existing employees
• Mobile Application that gives you direct access to your account, text notifications, and
debit card
• 3 in 1 (FSA, HSA, HRA)