In 2017, we here at Bennett/Porter took a year off from hosting our annual Connections conference to focus on expanding our software and service offerings. This year we return with and we invite you and your colleagues to join us.
President Trump signed the Tax Cuts and Jobs Act into law on December 22, 2017. Under the new law, the individual tax rate will be reduced to a maximum of 37%, which is down from 39.6% prior to the new bill being passed. The bill kept a seven-bracket tax structure, but the ranges have been adjusted to 10%, 12%, 22%, 24%, 32%, 35%, and 37%. These brackets are currently set to expire in 2025.
When was the last time you saw that a state or federal employment law had been updated? Today? Yesterday? Last week? In fact, when was the last time your company's employee handbook was reviewed and updated? If your answer is, "More than 12 months ago," it may be (past) time to take another look. With all of the political chatter, sexual harassment claims, updates in state minimum wage, as well as parental and sick leave laws, things are constantly changing, and the need to update the employee handbook in a timely manner has become critical.
Ushering in a new year means accommodating new employment laws. Oregon is the first state to pass a predictive scheduling law. On August 8, 2017, Senate Bill 828 was signed into law with a majority of the provisions becoming effective July 1, 2018. This bill applies to employers in the retail, hospitality, or food services industries with 500 or more non-exempt employees (temporary or leased workers are not included). It requires these employers to provide seven days’ notice (14-days beginning July 1, 2020) to employees of their work schedules. The intended purpose of the bill is to help hourly workers juggle additional priorities like child care and other employment.
The following series of questions and answers is designed to give a high level overview of the responsibilities companies have if they are required to provide time off under the Family Medical Leave Act (FMLA).
Did you know that a beneficiary designation is a legally binding document that supersedes your will. It allows you to decide what happens to your assets, including life insurance policies and retirement/annuity accounts, in the event of your demise. Regardless whether you update your will or not, payout for these accounts will go to the last beneficiary on file.
Topics: Human Capital Management
More and more, baby boomers are hitting that magic age of 65. One result is that employers are frequently asked by employees if they need to enroll in Medicare coverage if they plan to keep working and are covered by the employer’s medical benefits. While everyone always wants the simple 'yes' or 'no' answer, the appropriate response to the question is not always simple, and there are a lot of 'it depends' scenarios. Here are some of the details to consider.
Employment applications are very important tools in the hiring process for organizations of every size. They provide critical applicant information to employers and give insight into a potential new hire’s work experience and educational background. It is important that employers review their application form regularly in consideration of recently passed laws. Noncompliance can result in penalties and large liability claims. Following is some of the information that should NOT be requested on an application but that employers may not be aware of:
Do you have rows of filing cabinets stuffed full of current and very old employee files? Do you keep all employee records in one file? If someone asks you for a copy of something in an employee file, is it easily accessible? Can you locate it immediately, or do you have to take a little time to look for it? Employee record retention is a critical function of human resources. People don’t always think about it, but it is also a huge compliance issue for most organizations. There are federal and state regulations that need to be carefully tracked based on the company size and type. What you save, how you save it, and for how long should be reviewed on a frequent basis, and a records retention policy should be developed, maintained, and followed.
What kind of culture do you have?
If asked, how would you describe your workplace culture? If your employees were asked to describe it, what would they say? For the first time in history, five different generations are in the workforce at the same time. This historical situation brings cultural expectation challenges for human resources, as each generation has experienced different eras in time, world events, communication styles, and technology advancements. It is important to remember that generational context is about common experiences, and different people require different approaches.