Whether you are a small company or a large corporation, you always want to make sure you have a solid human resource policy in place. This is why we have decided to take the time and outline the most common HR policy mistakes and show you how you can avoid them.
The relationship you have with your payroll services company can easily be one of the most important ones you have in terms of your business. Not only is this who you are trusting to handle the responsibility of paying your employees, they are also in charge of managing your business’s tax information and your benefits program. With so much tied into one outside source, how can you tell whether or not you chose the right one?
You may not realize it, but your company’s human resource department is the most valuable asset of your business. Not only does this department make sure all internal workings of your company run smoothly, it is also who is responsible for ensuring your employees get paid in a timely manner.
On November 22, 2016, the Department of U.S. Citizen and Immigration Services (USCIS) released a new version of the I-9 Form. This announcement is long expected as the previous version expired on March 31, 2016.
When it comes to employment compliance, the Form I-9 is very important. This is the form used to verify your employees’ work eligibility status. By not correctly following the Form I-9 compliance guidelines, employers risk paying hefty fines and penalties for each violation.
To help ensure your business is following all the rules surrounding this document, we have compiled a list of what you need to know to correctly follow Form I-9 compliance. This list is not meant to be considered as comprehensive.
On July 17, 2017, the U.S. Citizenship and Immigration Services (USCIS) department released an updated version of the Form I-9. The new version of the form has several subtle changes, includes a rewording and renumbering of the list of acceptable documents.
When it comes to maintaining a successful business, it is very important for you to keep a positive relationship with your employees. These individuals are the lifeline that helps run your company.
You will soon see big changes to who in your company qualifies for overtime exemption. The Department of Labor is updating the Fair Labor Standards Act that will drastically change the overtime rules for salaried employees.
Earlier this year, the Department of Labor announced it will be raising the salary threshold for overtime exempt employees. Under the new ruling, employees must earn a minimum of $47,476 per year or $913 a week. This is a significant jump from the previous threshold of $23,660 per year or $455 per week.
Georgia legislators recently passed a new kin care law [S.B. 201, L.2017] that allows eligible employees to use up to five paid sick leave days per calendar year to care for immediate family members. Under the new law, immediate family members include children, spouses, parents, grandparents, grandchildren, and any person identified on the employee’s most recent tax return.
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