Are you worried about business compliance in the ever-changing realm of government laws and regulations? We compiled your most likely headaches when it comes to local and federal compliance for your business and HR staff. Things like ACA, the new marriage ruling, FLSA, etc. are all top priorities. As we head into the 4th quarter of 2015, it’s a great time to make sure you tie-up those loose ends.
As of January 1st, 2015, a new record keeping rule was enacted by the Occupational Safety and Health Administration. If one of your employees is injured on the job and requires hospitalization you must contact OSHA within 24 hours of the incident, no exceptions. For more information click here: What’s on the Fed’s Radar? OSHA
The Supreme Court finally reached a decision on the legality of same-sex marriage in the United States and the definition of spouse has changed. Business owners and HR professionals need to know that the new ruling means the FMLA (Family and Medical Leave Act) now extends benefits to spouses in same-sex marriages no matter the state they reside in or were married in. For a brief description of FMLA, see this article: What is FMLA and How Could it Affect My Business?
The Supreme Court ruled that, as of late June, premium tax credits are allowed (and will continue) for eligible individuals who sign up for health insurance coverage through federal and state health insurance marketplaces. This shouldn’t be an issue for you and your business unless you are an ALE (Applicable Large Employer) and the employee that applied is a full-time worker.
Health care reform has got to be one of your biggest headaches of the last few years, but there’s help available. See these articles for more information:
The Fair Labor Standards Act has seen a few upgrades this year. Things like overtime rules, mandatory sick leave, minimum wage, and employee classification have faced modification for some states. Here’s what you need to know.
Overtime rules: Via the Presidential Memorandum, proposed changes to the FLSA for exempt classifications and minimum salary thresholds are currently underway. This could be finalized in 2016, less than 4 months away. See these articles for more information:
Mandatory sick leave: Certain private employers are now required to offer their employees sick leave. Currently, no regulations require paid sick leave. Most of this occurs at a state and local level (very few states have passed ordinances) but the movement is expected to continue growing. California employers should read this article: California Updates Wage Theft and Mandatory Sick Leave Forms.
Minimum wage: The federal minimum wage remains at a steady $7.25 per hour, but 22 states have increased their minimum wage standards in 2015 alone. To find your state’s minimum wage requirement as of January 1st, 2015 see the Department of Labor WHD site.
Employee classification: Do you have employees classified as independent contractors? The DOL is strengthening its own enforcement of employee classification rules in an attempt to minimize misclassification. Find out what you need to know in this article: What’s on the Fed’s Radar? Independent Contractors
Worried about Your Business?
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