Human Resources White Papers

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The IRS has added or updated more than 80 answers to questions in its series of FAQs on “COVID-19-Related Tax Credits for Required Paid Leave Provided by Small and Midsize Businesses.”

The changes affect questions in all 13 of the subtopics covered by the FAQs.

Refundable tax credits are available to businesses for employee paid leave taken under the federal Families First Coronavirus Response Act (FFCRA), enacted in March 2020 and effective through Dec. 31, 2020.

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The U.S. Equal Employment Opportunity Commission (EEOC) recently launched EEOC Explore, a new interactive data query and mapping tool that gives users access to the most current, granular and privacy protected aggregate data covering employment trends that is publicly available.

Employer Information Report EEO-1 (EEO-1) data is collected by the EEOC from private employers with 100 or more employees and federal contractors with 50 or more employees. EEOC Explore allows users to analyze employment trends and search this aggregate data by sex, race, ethnicity, location and industry sector.

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On Nov. 30, 2020, the U.S. Department of Labor (DOL) issued two opinion letters to help employers understand how to comply with the Fair Labor Standards Act (FLSA) overtime wage payment requirements for piece-rate and agricultural employees.

Opinion letters provide the DOL’s official position on how labor and employment standards apply in specific situations.

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As the COVID-19 pandemic abruptly changed workplaces, workers’ skills have changed as well.

Job skills were evolving before the pandemic, but it has prompted more change in a much quicker manner. In fact, the number of skills required for a single job is increasing by 10% per year, according to Gartner data. In response, organizations should embrace a dynamic approach to reskilling talent in order to shift vital employee skills and help develop skills as they become relevant and necessary.

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On Nov. 3, 2020, the U.S. Department of Labor (DOL) published two new opinion letters providing the DOL’s official position on how the Fair Labor Standards Act (FLSA) applies to employee pay when there is work-related travel or employee training.

Voluntary Training Programs

The FLSA requires employers to compensate their employees for all hours of work. While the FLSA does not define what qualifies as “work,” the U.S. Supreme Court has determined that employees should be compensated for any time that “is spent predominantly for the employer’s benefit.”

The Vision Council reported that more than 70% of Americans don’t know—or don’t believe—that they could suffer from eye strain.

The reality is that most adults are on digital media for about four to six hours each day. If your job involves working on a computer and you’ve been logging on from home, you may be racking up even more hours than normal in front of a brightly lit screen.

HR Compliance Bulletin header imageThe U.S. Department of Labor’s (DOL) final rule on defining and delimiting the exemptions for executive, administrative, professional, outside sales and computer employees (EAP employees) became effective Jan. 1, 2020. Among other things, the final rule updated the standard salary level employees must satisfy to qualify for an overtime exemption.

The final rule also allows employers to use nondiscretionary bonuses and incentive payments (including commissions) to satisfy up to 10% of the standard salary level if these payments are made at least on an annual basis. To enable compliance with the nondiscretionary bonus option, the final rule allows employers to make a “catch-up” payment at the end of each 52-week period. This Compliance Overview explains how this provision can be used.

HR Insights Blog HeaderA successful business is all about accountability. Each worker’s individual contributions build on one another and culminate into something greater, to the benefit of the company and its customers.

Conversely, when some individuals struggle with their performance, the entire organization can suffer. Unfortunately, addressing poor performance isn’t always easy. This is especially true amid the COVID- 19 pandemic, as remote working often makes accountability more complicated. This article offers five tips to help employers manage poor performance in the workplace, even while everyone is working from home.