Latest Highlights

Check out a summary of compliance requirements that took effect recently or will take effect over the next couple of months.  For more information on these topics, please see this month’s edition of the Insights & Solutions Newsletter or the newsletter archives.

Various jurisdictions have increased their minimum wage rates. If applicable, you must increase the pay rate for non-exempt employees to meet the new minimum wage.  An updated poster is not required provided that the employer has the most recent poster already on display. If needed, employers should order a new minimum wage poster. The minimum wage rate is based on the employee’s work location.

Please note this is not a complete list of all current minimum wages in effect at this time.

Various jurisdictions have increased their minimum wage rates. If applicable, you must increase the pay rate for non-exempt employees to meet the new minimum wage.  An updated poster is not required provided that the employer has the most recent poster already on display. If needed, employers should order a new minimum wage poster. The minimum wage rate is based on the employee’s work location.

Please note this is not a complete list of all current minimum wages in effect at this time.

Various jurisdictions have increased their minimum wage rates. If applicable, you must increase the pay rate for non-exempt employees to meet the new minimum wage.

Please note this is not a complete list of all current minimum wages in effect at this time.

Various jurisdictions have increased their minimum wage rates. If applicable, you must increase the pay rate for non-exempt employees to meet the new minimum wage.  An updated poster is not required provided that the employer has the most recent poster already on display. If needed, employers should order a new minimum wage poster. The minimum wage rate is based on the employee’s work location.

Please note this is not a complete list of all current minimum wages in effect at this time.

The quarter will be closing on June 28, 2019. It’s that time again where you should review the following reminders and provide updates impacting your employees’ Forms W-2 to your Payroll Advisor by June 25th to help you avoid costly amendments. Click here to view the penalties and interest that may apply if this information is not provided in a timely manner.

The quarter will be closing on June 28, 2019. It’s that time again where you should review the following reminders and provide updates impacting your employees’ Forms W-2 to your Payroll Advisor by June 25th to help you avoid costly amendments. Click here to view the penalties and interest that may apply if this information is not provided in a timely manner.

Last month, a federal judge ordered the Equal Employment Opportunity Commission (EEOC) to take all necessary steps to comply with changes to EEO-1 data collection obligations first announced in 2016 and stayed in 2017. These reinstated obligations increase the amount of information employers are required to collect and report to the EEOC, including pay data called Component 2 data. Component 2 data includes wage and hour data for employees broken down by race/ethnicity and gender. On May 3, 2019, the EEOC announced that it will collect both 2017 and 2018 Component 2 data from covered EEO-1 filers by
September 30, 2019.