The DOL has announced the final rule that will increase the minimum salary for certain white collar exemptions. To be exempt from overtime under FLSA, employees must be paid a salary of at least the threshold amount and meet certain duties tests. These new minimums will take effect January 1, 2020.
The addition of the EEO-1 Component 2 was a highly debated topic in the business and HR worlds, as the additional collection of detailed data is not only controversial but cumbersome. Just this week, the Equal Employment Opportunity Commission (EEOC) announced that it will not collect EEO-1 Component 2 data in the future. The EEOC determined that the burden imposed on employers outweighs the usefulness of the data.
Despite this announcement, Component 2 data for 2017 and 2018 must still be submitted by September 30!
Here's some important general information regarding EEO-1 Component 2.
Managing time off requests can be a nightmare without an organized process. The CheckWriters Time Off Calendar is just the tool for the job: one place to manage and schedule employee time off requests.
Many of our customers have already discovered how the Time Off Calendar can help make their job easier. Indeed, Charity, the Administrative Assistant at our customer Benhaven School, said "I LOVE the Time Off Calendar - it's my favorite feature in the CheckWriters platform!"
So of course, our Development Team decided to enhance its functionality - and add a few new features along the way!
Employers in many states may look at paid family leave as a distant and remote possibility. However, HR professionals across the country are already managing the realities of state-mandated paid family leave laws, while still others are preparing for the regulatory changes stemming from recently-passed state leave laws that have yet to go into effect.
The Family Medical Leave Act of 1993 – the landmark federal regulation that mandates large organizations offer up to 12 weeks unpaid leave – is the last major initiative that dealt directly with employee leave at the federal level.
Last week, CheckWriters sent a note announcing the MA PFML delay in contribution collection until October 1st − this document has been updated with the most current information on the program. Read this post for a full explanation of the latest updates.
Employers and HR Pros finally have an update regarding the Equal Employment Opportunity (EEO) Survey. The pay and hours update (aka Component 2) to the EEO-1 Survey has been long-anticipated. Employers are relieved to learn the pay data and hours collection requirement has been pushed to September 30, 2019. Component 1, however (which is the current EEO-1 report) is still due for applicable employers on May 31.
Here's what you need to know about EEO Reporting in general: The Equal Employment Opportunity Commission (EEOC) is a federal agency that administers and enforces workplace discrimination laws and collects race, ethnicity, and gender data by job category from applicable employers via the annual EEO-1 Survey. Employers with at least 100 employees, as well as federal contractors with 50 employees and a contract, subcontract, or P.O. of $50,000 or more, are required to submit the EEO-1 Survey annually. Noncompliance or false statements can result in severe penalties.
The long-anticipated updated draft regulations for the Massachusetts Paid Family and Medical Leave (PFML) law were released the last week of March. Although this release was originally slated to include the final regulations, MA has stated that there will be one additional update prior to the regulation going live on July 1.
As part of the Massachusetts “Grand Bargain,” PFML will provide paid family and employee medical leave benefits to Massachusetts workers beginning 2021. In addition to establishing a Department of Family and Medical Leave, the law also provides a processfor paid family leave of up to 12 weeks to care for a family member, and up to 20 weeks for an individual employee’s own ailment or disability.
The Department of Labor has released a new proposed rule to increase the minimum salary that an employee must earn to be exempt from minimum wage and overtime under a white collar exemption. The proposed rule requires that salaried exempt executive, professional, administrative, and computer employees must be paid at least $679 per week on a salary basis, an increase from the current minimum of $455 per week. The rule allows for non-discretionary bonuses and incentive payments to account for up to 10% of the minimum, so long as they are paid out on at least an annual basis; currently commissions and bonuses cannot be counted toward the minimum. The DOL also proposes that highly compensated employees must be paid at least $147,414 per year to qualify as exempt. Of that amount, at least $679 per week must be paid on a salary or fee basis. The anticipated effective date of this rule is January 2020.
Employers in Massachusetts will recall that recent “Grand Bargain” legislation resulted in a number of significant changes, including:
Yearly increases of the minimum wage and tipped minimum wage (2018 rate of $11 per hour increased to $12 per hour on January 1, 2019)
Decrease in Sunday premium pay (1.4 times regular rate from 1.5 times regular rate)
Changes to the calculation and payment of tipped employees’ wages
Creation of a permanent sales tax holiday
Creation of a new Paid Family and Medical Leave program
While all of these developments should be monitored closely by employers and HR professionals, those with tipped employees should pay particular attention to the changes to the calculation and payment of tipped employees’ wages.