You did not get into business to spend all your time pouring over constantly changing regulations, sweating over what a court case means for your organization or puzzling through seemingly conflicting laws. Fortunately, we did.
We have in-house experts who take the worry out of compliance, allowing you to focus on your job. With a robust mix of practical and legal experience, our HR solutions team helps our clients recognize risks they may not have known they were facing, while ensuring that problems don’t turn into crises. If you are already in the midst of a crisis, we have a bench of experts who will partner with you to help achieve the best resolution.
We are good at solving problems because we know what is critical, and, what is not. Having the proper perspective is key. Whether it is safety, health management, benefit plans, liability exposures or employment laws, we have knowledge and experience that is second to none.
Not only do we help you solve your problems, we also make sure we share our knowledge and resources with you so you have the tools and information necessary to move forward with confidence.
The answer to the question "What's up with the ACA?" can change from month to month. See Part I for my thoughts on the ACA earlier this year. Here are some insights into what is happening with the Affordable Care Act (ACA) right now. As the Affordable Care Act continues to evolve, we strive to bring you the latest changes and the potential impact on your business.
A lot of attention has been paid to the new Wage Notice requirements of Minnesota’s revised wage theft laws. However, there are two other new administrative requirements you may not have read much about: 1) New information that must be including on employee paystubs, and 2) A requirement to keep specific records regarding which personnel policies each employee has received, and when they were distributed to each employee.
If you are an EEO-1 filer, you probably already know that you may have an additional reporting requirement this year relative to your existing EEO-1 reporting obligations. Called Component 2 data, the U.S. Equal Employment Opportunity Commission (EEOC) is now requiring most EEO-1 filers to submit compensation data and hours worked as part of their EEO-1 reporting obligation by September 30, 2019.