Any time the DOL accuses your company of breaking federal pay laws, it’s a major headache.
Everybody’s aware of the disruptive effect of employee absenteeism. But how much does absenteeism really cost?
Here’s a compelling reason to review your ACA compliance efforts ASAP.
Alert your Payroll people: IRS has released its official holiday calendar, indicating when employers get an extra day to make federal payroll tax deposits.
An audit of 6,000 businesses that was scheduled for November has been pushed back, giving you a little more time to make sure your company’s records are in order.
Alert your Finance people: New international banking regulations that take effect in September affect how direct deposits are handled.
Pay-for-performance plans certainly aren’t new. But this company has taken the idea to a whole new level.
Alert your Payroll/Accounts Payable people: Expect the Feds to issue a revenue procedure later this summer allowing you to mask vital data on some of your records.
Your employees will ask you about how reform’s going to impact their health coverage. Here are some answers you can give them now:
Here are eight of our readers’ most pressing questions, along with answers gleaned from weekly conference calls with IRS/industry partners, IRS’ Web site and various other resources:
Nearly 75% of U.S. companies expected to reach or exceed their performance goals by the end of 2010. As a result, payroll projections stabilized heading into the New Year, according to recent studies.
Enter the latest wave in the sea of crackdowns, regulations and additional paperwork surrounding the classification (or misclassification) of employees.
Coordinating benefits: It’s one of the easiest areas of benefits management to mess up, and one of the of costliest to correct after the fact.
How often do employees look at their pay stubs? Do they take for granted that the amount is correct?
Considering the critical role Benefits plays for both employees and the companies looking to retain them, open enrollment is one of the biggest dates on the company calendar.
Quick tip: An oral complaint about an alleged employment law violation is just as valid as an official, written one.
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