Q: We are subject to the Employer Mandate this year and are trying to determine how much we will need to contribute to our employees’ plans to make them “affordable” under the ACA. We would like to use the safe harbor method of using 9.5% of W-2 wages. Is it possible to use this method and charge employees different amounts for the same insurance based on their salaries? A: answered by Jenny A, one of our HR Pros with over 15 years of experience. Currently, there is uncertainty around this particular issue as there is no case law or guidance that tells us whether this contribution method will comply with ERISA’s anti-discrimination guidelines. As you know, under the Affordable Care …
Did you know that just because you are paying an employee on a salary basis, it does not immediately make that employee ineligible for overtime? The crucial distinction is whether the employee is exempt or non-exempt from wage regulations that cover overtime. The employer’s method of payment such as hourly, salary, or commission, is only one element of the exempt classification. To be considered exempt, an employee’s actual job duties must meet very specific criteria. Most white collar or office job exemption criteria include the requirement that the employee be paid a minimum salary of not less than $455 a week (note that it is higher in some states). That predetermined salary cannot be reduced because of variations in …
Have you prepared your OSHA 300A Form to be posted by February 1, 2015 yet? The Occupational Safety and Health Administration (OSHA) mandates that all employers who are required to maintain the OSHA 300 Log of Work-Related Injuries and Illnesses post a summary of the previous year’s log between February 1st and April 30th each year, even if no incidents occurred in the preceding calendar year. The summary (OSHA Form 300A) must be certified by a company executive and posted in a conspicuous location where notices to employees are customarily posted.
Wage issues are some of the most frequent, expensive and challenging employer compliance problems. Compliant wage practices and classifications are your first and best defense. In order to best withstand a Department of Labor Wage and Hour Division investigation or audit, business owners and HR professionals must understand wage concepts such as the minimum wage and overtime and should be aware of all relevant state and federal wage and hour rules.
The U.S. Department of Labor (DOL) has been aggressively increasing its workplace compliance enforcement efforts impacting businesses nationwide. In response, we have developed a proactive solution with greater HR depth in terms of compliance audit and consulting. Leveraging this business-critical solution provides you with the ammunition that helps keep your organization HR-compliant.
(This is a portion of an article pulled from AllBusiness Experts, written by Tom Drake, and adapted for this blog. You can read the full article on its source page HERE.) Chances are that there are activities that keep you busy without providing you with a lot of positive result. These activities might be tedious and time consuming, and keep you from forming plans that allow you to improve your business. You can’t focus on expanding your business or improving your product when you are stuck doing payroll or managing your appointments.
After controversy, debate, and delays, the Employer Mandate has arrived. This provision of the Affordable Care Act (also known as the “Play or Pay” provision) requires all employers with 50 or more full-time equivalent employees to offer a certain level of health insurance coverage at an affordable rate to all full-time employees or face a possible penalty.
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