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Overtime rule change

Overtime rule change

By on Oct 1, 2019 in Blog, Compensation Consulting, Compliance, HR Consulting | 0 comments

On September 24, 2019, the US Department of Labor announced a final rule to make 1.3 million additional American workers eligible for overtime pay. The final rule updates the earnings thresholds necessary to exempt executive, administrative and professional employees from the Fair Labor Standards Act’s [FLSA] minimum wage and overtime pay requirements, and allows employers to count a portion of certain bonuses/commissions towards meeting the salary level. The new thresholds account for growth in employee earnings since the thresholds were last updated in 2004. In the final rule, the Department is: Raising the ‘standard salary level’ from the currently enforced level of $455 per week to $684 per week [equivalent to $35,568 per year for a full-year worker]; Raising the total annual compensation requirement for ‘highly compensated employees’ from the currently enforced level of $100,000 per year to $107,432 per year; Allowing employers to use nondiscretionary bonuses and incentive payments [including commissions] paid at least annually to satisfy up to 10% of the standard salary level, in recognition of evolving pay practices; and Revising the special salary levels for workers in U.S. territories and the motion picture industry. Regarding the first bullet…this means that any employee earning $35,568 or less per year will be eligible for overtime.  At the federal level this is time and one-half for any hours over 40 worked in a given week.  Your state or even your municipality may have different overtime rules. The final rule is effective on January 1, 2020. The Federal Register notice of the final rule can be found here. Do you need assistance with your workforce strategy or other Human Resources consulting needs? Contact us and check out our blog for more helpful...

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Updated Minor Labor Laws Poster

Updated Minor Labor Laws Poster

By on Apr 30, 2019 in Best Practices, Blog, Compliance, HR Consulting | 0 comments

Just a quick note to let you know that Ohio’s Minor Labor Laws poster has been updated. These postings should be displayed in a conspicuous place in the workplace for all employees to see, such as a break room, copy room, or other common areas for employees. If your organization has multiple facilities in Ohio, postings must be displayed in each facility. For employees that work remotely from an office location, these policies and regulations should be sent to the employees, provided in hard copy form, or provided electronically for these employees to access as well. You can download your own copy here. Your payroll company may provide posters as part of their service at little or no cost. Check with them to see if they can provide these to you. There are paid services you can use that provide these posters. An internet search should be able to turn up a number of options…just be aware that while it may be more convenient to pay a service to provide these posters, especially if you operate in multiple jurisdictions, you can always find them for free at the local, state, and federal agencies. Do you need assistance with your workforce strategy or other Human Resources consulting needs? Contact us and check out our blog for more helpful...

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An ‘EZ’ Solution for your Employee Benefit Plan Reporting and Disclosure Requirements

An ‘EZ’ Solution for your Employee Benefit Plan Reporting and Disclosure Requirements

By on Mar 18, 2019 in Best Practices, Blog, Compliance, Employee Benefits, EZERISA Plan, HR Consulting | 0 comments

An ‘EZ’ Solution for your Employee Benefit Plan Reporting and Disclosure Requirements Our past two blog posts were about the requirement to report and disclose information on employee benefits plans.  If you are feeling a bit overwhelmed by this, especially if you didn’t know about these requirements before, we have a solution to help! OA’s Platinum Partner status with EZ ERISAPlan makes it easier than ever for you to meet your obligations and comply with the rigors of ERISA and HIPAA and related laws, all with the industry leading warranties. We can provide you with the solutions in an EZ and cost affordable way. If you need all of these, there is an All-in-One Subscription that provides all of these to you at a bundled price! No Worries It’s Warrantied! The EZ ERISAPlan tool provides our clients with an industry leading written warranty. Unlike other providers that have wishy-washy contract provisions to protect you, we protect you with our two-part Warranty: $1,000,000 of Penalty Protection! If you are penalized on a document that is produced on the EZ ERISAPlan site, the Warranty covers those penalties to $1,000,000. Legal Services Warranty! If you are audited by the government on an EZ ERISAPlan document, EZ ERISAPlan will send you a lawyer for free! This is a simple and complete solution to solve your compliance requirements…contact us today to learn more and ensure your plans are covered!...

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Reporting and Disclosure Guidance for Employee Benefit Plans… Part 2

Reporting and Disclosure Guidance for Employee Benefit Plans… Part 2

By on Mar 13, 2019 in Best Practices, Blog, Compliance, Employee Benefits, HR Consulting | 0 comments

Reporting and Disclosure Guidance for Employee Benefit Plans… Part 2 The Reporting and Disclosure Guide for Employee Benefit Plans provided by the Department of Labor’s Employee Benefits Security Administration is an excellent tool for both employers and employees when it comes to understanding reporting rules under the Employee Retirement Income Security Act of 1974 [ERISA]. The Guide provides information on the following topics: Basic Disclosure Requirements for Pension and Welfare Benefit Plans Additional Disclosure Requirements for Welfare Benefit Plans That Are Group Health Plans Additional Disclosure Requirements for Pension Plans Pension Insurance Premiums – single employer and multiemployer defined benefit plans Standard Terminations and Distress Terminations Overview of Form 5500 and Form M-1 Annual Reporting Requirements The starting point of basic disclosure requirements for pension and welfare benefit plans is the Summary Plan Description [SPD]. This document informs participants about their plan and how it operates, which includes all benefits, rights, and obligations under the plan. All participants or beneficiaries receiving benefits of the plan must receive this document and it must be disclosed to participants within 90 days of becoming covered by the plan or within 90 days after first receiving benefits for plan beneficiaries. For the complete list of disclosure requirements and all other information regarding retirement, health, and other workplace related benefits, visit the Department of Labor Employee Benefits Security Administration. Do you need assistance with your workforce strategy or other Human Resources consulting needs? Contact us and check out our blog for more helpful...

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Reporting and Disclosure Guidance for Employee Benefit Plans…Part 1

Reporting and Disclosure Guidance for Employee Benefit Plans…Part 1

By on Mar 6, 2019 in Best Practices, Blog, Compliance, Employee Benefits, HR Consulting | 0 comments

With the beginning of a new year, employers that offer employee benefit plans have many reporting and disclosure requirement deadlines that will be approaching before you know it. Employers often focus on reporting information on the retirement plans such as the pension, 401k, or 403b plan they offer, but are often unware that the same reporting and disclosure requirements may also apply to the welfare benefit plans, which include your medical, dental, life, disability, and other similar programs. For more assistance on reporting requirements for your employee benefit plans, refer to the Reporting and Disclosure Guide for Employee Benefit Plans provided on the Department of Labor’s website. Do you need assistance with your workforce strategy or other Human Resources consulting needs? Contact us and check out our blog for more helpful...

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Updated Ohio Civil Rights Commission Poster

Updated Ohio Civil Rights Commission Poster

By on Feb 20, 2019 in Best Practices, Blog, Compliance | 0 comments

Just a quick note to let you know that Ohio’s Fair Employment Law poster has been updated. These postings should be displayed in a conspicuous place in the workplace for all employees to see, such as a break room, copy room, or other common areas for employees. If your organization has multiple facilities in Ohio, postings must be displayed in each facility. For employees that work remotely from an office location, these policies and regulations should be sent to the employees, provided in hard copy form, or provided electronically for these employees to access as well. You can download your own copy here. Your payroll company may provide posters as part of their service at little or no cost. Check with them to see if they can provide these to you. There are paid services you can use that provide these posters. An internet search should be able to turn up a number of options…just be aware that while it may be more convenient to pay a service to provide these posters, especially if you operate in multiple jurisdictions, you can always find them for free at the local, state, and federal agencies. Do you need assistance with your workforce strategy or other Human Resources consulting needs? Contact us and check out our blog for more helpful...

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