The Treasury will have to fill in many gaps as it attempts to draft guidance implementing President Donald Trump’s order to delay the collection of the employee’s portion of the Social Security tax.
Trump issued a memorandum Saturday to defer collection of the tax normally withheld from employees’ paychecks to fund Social Security. The benefit lasts from Sept. 1 through the end of the year.
A federal court in New York recently struck down four federal Department of Labor (DOL) rules related to the leaves provided by the Families First Coronavirus Response Act (FFCRA). As a result, certain aspects of the FFCRA are now more favorable to employees.
As states loosen their stay-at-home orders and social distancing restrictions, employers across the country are thinking of ways to reopen their offices safely. From taking employees’ temperatures to conducting daily health screens, employers are considering a variety of steps to prevent the spread of COVID-19 in the workplace.
Small businesses are reeling from the economic impact of the coronavirus. To take just one industry example, 97% of restaurant operators* reported that their total dollar sales volume between April 10 – 16 was down 78% on average compared to the same period in 2019, according to the National Restaurant Association.
On Friday, June 5th President Trump signed into law the bill known as the “Paycheck Protection Program Flexibility Act of 2020” (H.R. 7010), which was passed by the House of Representatives last week. The United States Senate passed significant amendments to the Paycheck Protection Program (“PPP”) aimed at providing borrowers additional flexibility for using loan proceeds as they seek to recover from the effects of the COVID-19 pandemic.
Deciding which employees to return to the workplace following a furlough or temporary layoff, and in what order you’ll call them back, will require an individualized analysis for each organization. For those who aren’t sure where to start, we provide this as a starting point.
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Section 139 of the U.S. Internal Revenue Code allows employers to make certain qualified disaster relief payments to employees that are tax advantaged. In response to the categorization of the pandemic as a national emergency, Section 139 disaster relief payments have escalated in relevancy given the impact of COVID-19 on the workforce.
As countries and states around the world begin to re-open in the wake of the Coronavirus pandemic, HR and business leaders are left scrambling to make plans for their workforce to return to the physical office.
We teamed up with ThinkHR to answer your burning questions about the return to work process—from temperature checks to FFCRA compliance.
On March 11th, 2020, the World Health Organization (WHO) declared the Coronavirus (COVID-19) to be an international pandemic. As the Coronavirus continues to spread globally, the everyday workplace has changed drastically; employers are scrambling to adjust to fully remote workforces, and states and the national government are passing new policies left and right.
But what does the the Coronavirus mean for workplace anti-discrimination laws?
The COVID-19 pandemic continues to present new changes and challenges for businesses and HR professionals daily. We understand that keeping up with the evolving legislation and the never-ending list of outstanding questions can feel impossible.
With help from the HR experts at ThinkHR, we wanted to highlight the top questions we’re receiving from HR professionals at mid-sized businesses—and provide their answers.