The Fair Labor Standards Act (FLSA) has regulated employee overtime eligibility for decades. However, recent changes require a second look at how your organization classifies employees and calculates overtime pay.
Whether you have a few non-exempt employees earning overtime or many more, managing overtime costs is essential to keeping track of your payroll spending.
By establishing rules for overtime, scheduling, and employee attendance, you can manage overtime in real time and stay informed when costs approach or exceed your budget.
When you have a mobile workforce, some or all of your employees perform their duties outside of a traditional work location. Employees may be working from home or—in the case of rideshare workers, traveling nurses, or construction workers—conducting their work activities in the field.
Managing a mobile workforce requires efficient processes for tying employee pay to work hours. Whether your employees are located at home or remote work sites, you can benefit from setting rules for accurate scheduling, time and attendance reporting, and payroll.
Payroll duties require careful strategy, teamwork, and execution. You have to deal with numbers and budgets and timesheets and government forms—this isn’t anything you want to screw up. As exciting as pay day is, it takes a lot of work to get there. As a payroll manager or accountant, you make it happen.
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.
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.
Affecting companies across the U.S., the Department of Labor’s changes to overtime rules have employers and HR managers taking a second look at employee FLSA status. The FLSA changes, effective beginning December 1, 2016, will raise the salary threshold for overtime pay from $23,600 per year ($455 per week) to $47,476 per year ($913 per week).
Department of Labor Publishes FLSA Changes
On May 18, 2016, President Obama announced the Department of Labor’s official publication of FLSA changes to overtime regulations. It’s been a long time coming, and employers are asking—now what? What are the new FLSA overtime rules? What do the FLSA changes mean for my organization?