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As states loosen restrictions and look to re-open their economies, schools and businesses will return to a changed environment. Many routines that were previously taken for granted will need to be reevaluated. Similarly, organizations may recognize new efficiencies and tools that help navigate this changed environment and assist in managing employees.

Here are some considerations for employers and HR professionals as we all work toward

The Coronavirus Aid, Relief, and Economic Security (CARES) Act was signed into law on March 27, 2020. This bill intends to provide emergency assistance and health care response for individuals, families, and businesses affected by the 2020 coronavirus pandemic. In the coming days and weeks, guidance will be provided on how to execute or implement the new requirements, and how to apply for the new benefits where applicable. In the meantime, individuals, employers and advisors must rely on a good faith interpretation of the act’s text.

The Families First Coronavirus Response Act (FFCRA) was signed into law on March 18, 2020.  This is the second in what is expected to be a series of bills that aim to stimulate economic growth and ensure proper medical treatment and nutrition for those affected by COVID-19.
In the coming days and weeks, federal regulatory agencies, including the Department of Labor (DOL) and Health and Human Services (HHS), will provide guidance on how to execute or implement the new requirements. In the meantime, employers and advisors must rely on a good faith interpretation of the act’s text.  

For information on updates and changes, please check-in periodically with the CheckWriters FFCRA Resource Page.

Pandemic prevention is not typically on the radar of employers and HR professionals - but it's certainly on everyone's mind as the novel Coronavirus disease (COVID-19) spreads throughout the US and the world and significantly impacts employers.

Have you had the chance to review important tax facts for 2020?

Take a look at our Tax Facts Guide - a tool that allows you to select your state and view relevant tax facts for 2020 and changes from the prior year. Select your state for the tax facts that apply to your organization, and view federal tax facts as well!

The federal Fair Labor Standards Act (FLSA) establishes minimum wage and overtime requirements for employers in the private sector and federal, state, and local governments. The current federal minimum wage is $7.25 per hour. Covered nonexempt employees must receive overtime pay for hours worked over 40 per workweek (any fixed and regularly recurring period of 168 hours — seven consecutive 24-hour periods) at a rate not less than one and

 

The federal Fair Labor Standards Act (FLSA) establishes minimum wage and overtime requirements for employers in the private sector and federal, state, and local governments. The current federal minimum wage is $7.25 per hour. Covered nonexempt employees must receive overtime pay for hours worked over 40 per workweek (any fixed and regularly recurring period of 168 hours — seven consecutive 24-hour periods) at a rate not less than one and one-half times the regular rate of pay.
Many states and localities also have minimum wage laws. If an employee is covered by more than one minimum wage law, the employee is entitled to the higher minimum wage.

This chart from the HR Support Center reflects the current state and local minimum wages in effect as of November 1, 2019, as well as future enacted increases for 2020 and beyond. Click to review >

 

Employees classified as exempt from overtime (OT) under the Fair Labor Standards Act (FLSA) must be paid a salary of at least the threshold amount and meet certain duties tests.

The Department of Labor (DOL) has announced the final overtime rule that will increase the minimum salary for certain white collar exemptions. These new minimums will take effect January 1, 2020.

On December 5, 2019, the Internal Revenue Service released a final Form W-4 for use in 2020. Employees who have submitted Form W-4 in any year before 2020 are not required to submit a new form merely because of the redesign. Employers should continue to compute withholding based on the information from the employee’s most recently submitted Form W-4.

The DOL has announced the final rule that will increase the minimum salary for certain white collar exemptions. To be exempt from overtime under FLSA, employees must be paid a salary of at least the threshold amount and meet certain duties tests. These new minimums will take effect January 1, 2020.

The addition of the EEO-1 Component 2 was a highly debated topic in the business and HR worlds, as the additional collection of detailed data is not only controversial but cumbersome. Just this week, the Equal Employment Opportunity Commission (EEOC) announced that it will not collect EEO-1 Component 2 data in the future. The EEOC determined that the burden imposed on employers outweighs the usefulness of the data.

Despite this announcement, Component 2 data for 2017 and 2018 must still be submitted by September 30!

Here's some important general information regarding EEO-1 Component 2.