Call it another nineties reboot. In a move that could throw employers for a loop, the Trump administration has resurrected a 1995 proposal to combine the Departments of Labor (DOL) and Education (ED).
If you’re wondering what the HR compliance trend of the year is, look no further than salary history bans. With a law passed by Connecticut lawmakers this month, the Nutmeg State is set to join the fast-growing list of jurisdictions that have made salary history off-limits during job interviews.
In the Green Mountain State, some questions are better left unasked. Beginning July 1, Vermont employers can no longer ask job candidates to share their salary history. Governor Phil Scott signed Bill H. 294 on May 11 after it passed unanimously through the state’s House of Representatives and Senate.
A contentious Supreme Court decision earlier this week has employers and employees taking sides. In a narrow 5-4 ruling, the court ruled that businesses could limit workers’ ability to file class action lawsuits against them. The decision involved three cases where companies required employees to sign arbitration clauses as part of their contracts.
Businesses looking for closure on overtime will need to wait a bit longer. In an announcement last week, the Department of Labor (DOL) revealed that it was planning to unveil its proposed changes to overtime rules in January 2019.
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Call it a case of benefits compliance whiplash. For the second time this year, the IRS has updated rules covering how Health Savings Accounts (HSAs) should be managed.
Where does the time go? When it comes to managing HR and payroll, losing track of time is never a good thing. Accurately recording employee hours consistently ranks as one of the most stubborn compliance changes companies face.
Change is scary. For growing companies with threadbare HR teams, the thought of leaving a PEO might cause cold sweats. It doesn’t have to.