Call it a case of legislative déjà vu. A potential follow-up to 2017’s historic Tax Cuts and Jobs Act (TCJA) could throw HR and payroll professionals for a loop later this year.
The end of the year brings company parties, holiday parties, family parties, and my personal favorite, pizza parties. For those of us in payroll, there’s also third party sick pay. Put the ugly sweater away—you won’t need it for this kind of party.
Many HR professionals fall into HR because they care deeply about making workplaces better. Day in and day out, HR teams focus their time and energy on ways to improve the employee experience. They spend a significant amount of time training managers how to hire candidates, coach employees, and evaluate performance in a manner that removes biases in pay raises and ensures a fair experience to all employees.
The most exciting part of the payroll industry is that it’s always changing. New tax rates, regulations, and even court rulings can affect how employees get paid. Recently, the Supreme Court decided the case of Janus v. American Federation of State, County, and Municipal Employees (AFSCME). The result of the decision is that public-sector unions can no longer mandate the collection of agency fees from non-member employees.
The field of human resources is changing. In our HR Redefined series, we give innovators a medium to share personal reflections, professional advice, and best practice guidance.
Get the latest news from Namely about HR, payroll, and benefits.
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.
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.
Making sense of how employees should be taxed is no small task. You might even say it takes a feat of superhuman strength.
If the past few years are indicative, there is increasing demand for holistic wellness benefits that include more than the standard dental, vision, and medical coverage. 2016 saw the rise of health and wellness benefits, 2017 saw a focus on mental wellness, and now employees want even more comprehensive and personalized perks.