What’s been happening in the world of HR lately? Honestly, what hasn’t? If you’ve been keeping an eye on the news and compliance issues, you know plenty has been going—and it seems to be constantly changing. In our latest HR Roundup, we look at where we are with the FLSA overtime rule, how employers are evolving with workplace trends, what we can learn from Uber’s HR nightmare, and who has got the best company culture in America—and the ACA is sticking around too.
We can all agree that 2017 has turned out to be quite a year so far. A lot remains in question after our nation transitioned leadership on January 20. Will the overtime rule go into effect? Will the ACA be repealed? How long until workers with visas can return to their homes and how will that affect businesses? As employers and HR managers, it may be hard to know the next steps for your company. Keep reading our HR Roundup for January, full of the HR news and trends that kicked off 2017.
There’s nothing dull about Human Resources these days. This fall has boasted a lot of change and proposed legislation—some passed, others stalled or overturned. Rules are changing, deadlines are changing, technology is changing. And HR has to keep up. Good thing you’re here to get the updates on all-things-HR.
Finally, a compliance calendar for HR and Payroll! If you've ever wondered how to stay on top of everything that goes on in an entire year for Human Resources, this guide is for you. To help you always be a step ahead of 2017, we put together a calendar highlighting some key dates and deadlines for anyone in Human Resources, Benefits, Payroll, or Accounting with important information for reporting and filing, even federal holidays, all in one place.
What’s new in HR news this month? The IRS and the DOL gifted us with new forms and posters for 2017 ACA reporting and FLSA compliance, respectively. One HR giant acquired a has-been job site and the Justice Department further clarified disabilities covered under the ADA and ADAAA.
Summer may be wrapping up and Olympians have returned to their home countries with medals in tow, but Human Resources activity is not slowing down! Keep reading for the latest updates in HR news.
Though it seems we’ve only just wrapped up ACA reporting in 2016, we’re already looking ahead to ACA reporting requirements for 2017.
We may have barely made it through the 2016 deadline for ACA reporting but it’s time to start thinking about 2017. In the ACA reporting form 1094’s inaugural year, the IRS gave companies a break with extended deadlines and leniency for “good faith effort” from companies who didn’t get it quite right. But the IRS has warned us that they’re going easy on employers in 2016 only. Don’t expect these same extensions or eased consequences in the future.
To address some confusion many employers have had surrounding ACA reporting deadlines, we’re giving you the dates Human Resources needs to know about ACA reporting deadlines in 2017.
If you’re planning to expand your workforce, first of all: congratulations on the growth! But secondly, there are some issues that could trip you up. As you plan for upcoming growth, it’s important to be aware of a few things that might affect your company’s compliance with the Affordable Care Act.
The reporting deadline for Form 1094-C and 1095-C electronic filing is Thursday, June 30, 2016. Is your organization prepared? This article answers some frequently asked questions about ACA reporting forms and gives some helpful Form 1094-C instructions.
As of the beginning of 2016, your company is responsible for proving compliance with the Affordable Care Act. This means that you’re providing health insurance with a 60% minimum value to substantially all (95%) of your employees.
But just providing any insurance plan for your employees to join is not enough; it has to meet strict affordability requirements. What’s affordable for one employee may not be affordable for all, so the dollar amount each employee contributes for their insurance premiums can vary. The least expensive option offered (for employee-only coverage) should not exceed 9.5% of an employee's’ household income in order to be compliant.