Fourth quarter has begun, and January 1 of 2019 will be here before we know it. In 2017, the Washington State legislator passed the Family Leave Act (FLA) which provides up to 12 weeks (18 weeks in some limited circumstances) of paid family and medical leave in a 12-month period for eligible employees beginning in 2020. Eligible employees are those that have been employed by the employer for 12 months (which do not need to be consecutive months) and work a minimum of 820 hours in a qualifying period prior to the leave. The FLA will be monitored and administered by the Employment Security Department.
There are a lot of questions around whether an employee is considered exempt or non-exempt. This determination is made by the Fair Labor Standards Act (FLSA). The FLSA determines minimum wage rates, overtime pay, youth employment regulations, and record-keeping requirements for nonexempt workers in the private sector as well as Federal, State, and local governments. Here are a few commonly asked questions about exempt employee status.
Topics: HR Compliance
Everybody needs a short break in their day. So grab your cup of coffee, tea, or water, and let’s play a game! See how much you know about current HR trends. Which of the following multiple choice questions can you get correct:
The Department of Labor website explains that the Fair Labor Standards Act (FLSA) “establishes minimum wage, overtime pay, recordkeeping, and youth employment standards affecting employees in the private sector and in Federal, State, and local governments.”
ERISA Annual Report (Form 5500) Most employers are familiar with filing Form 5500, or the Annual Report of Employee Benefit Plan, for their retirement plans, but some employers are surprised to learn that these forms must also be filed if the employer has 100+ participants in their health and welfare plans. They must be filed by the last day of the seventh month following the end of the plan year (for calendar year plans that means July 31st). The purpose of the Form 5500 is to provide information on the operations and financial conditions of the benefit plans offered. The Department of Labor (DOL) has proposed significant changes that would take effect, primarily in 2019. Employers should start familiarizing themselves with the potential in preparation now. If you have questions about the Form 5500 filing or ERISA, we recommend you reach out to your employee benefits broker/consultant.