Monday, July 31, 2023
|
Federal Compliance Update
The U.S. Equal Employment Opportunity Commission (EEOC) has announced that it is tentatively scheduled to begin accepting EEO-1 reports for 2022 via its portal in the fall of 2023. Previously, the EEOC had expected to start the process in mid-July 2023.
The reason for the delay is that the EEOC is currently completing a mandatory, three-year renewal of the EEO-1 Component 1 data collection by the Office of Management and Budget (OMB).
Monday, July 31, 2023
|
Federal Compliance Update
U.S. Citizenship and Immigration Services (USCIS) announced a new version of Form I-9 (I-9) to verify the identity and employment authorization of employees and a new alternative procedure to the in-person physical document examination method that employers have followed as part of the I-9 process. The new I-9 can be used starting Aug. 1, 2023 and must be used starting Nov. 1, 2023. The alternative procedure may be used starting on Aug. 1, 2023 and does not expire but can be cancelled or amended by the Department of Homeland Security. The alternative procedure is only available to employers enrolled in E-Verify.
Monday, July 31, 2023
|
Federal Compliance Update
This notice is to clarify how in Groff v. DeJoy, the U.S. Supreme Court has ruled that when establishing an undue hardship in the context of providing reasonable accommodations for employees’ religious beliefs and practices, employers must demonstrate substantial increased costs in relation to the operations of its business.
Sunday, July 2, 2023
|
Federal Compliance Update
The United States Department of Labor (DOL) has released updated posters regarding the Fair Labor Standards Act (FLSA) and the Family Medical Leave Act (FMLA), which must be posted in a conspicuous location in the workplace where employees can read them.
Sunday, July 2, 2023
|
Federal Compliance Update
When the Consolidated Appropriations Act of 2023 was signed into law late last year, it included a number of provisions affecting retirement savings plans. These provisions, collectively referred to as SECURE 2.0, offer many new benefits to employers and employees that are designed to make it more attractive for employers to offer retirement plans and to improve retirement outcomes for employees. The focus of this update is on provisions affecting long-term part-time employees’ eligibility to participate in 401(k) and 403(b) plans. Under SECURE 1.0, long-term part-time employees could participate in 401(k) retirement plans if they completed 1,000 hours of service within one year or 500 hours in each of three consecutive years for the 2024 plan year. SECURE 2.0 changes the eligibility requirements to be considered a long-term, part-time employee from three consecutive years to two consecutive years for employees hired in 2023 or later. SECURE 2.0 applies to 401(k) and 403(b) plans.
Tuesday, May 30, 2023
|
Federal Compliance Update
The Internal Revenue Service (IRS) via Revenue Procedure 2023-23 has released the inflation-adjusted contribution limitations for calendar year 2024 in relation to health savings accounts (HSAs) and high-deductible health plans (HDHPs).
Tuesday, May 30, 2023
|
Federal Compliance Update
Recently the Internal Revenue Service (IRS) released a Chief Counsel Memo confirming its long-standing position that all flexible spending account (FSA) expenses must be substantiated.
Tuesday, May 30, 2023
|
Federal Compliance Update
The Department of Homeland Security (DHS) is reminding employers that the temporary policy that allowed employers to inspect Form I-9 documents remotely in certain situations related to COVID-19 will end on July 31, 2023. DHS also announced that employers will have until Aug. 30, 2023, to perform all required in-person/physical examinations of I-9 documents for those individuals who have only received a virtual examination.
Thursday, May 4, 2023
|
Federal Compliance Update
The U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) has released a revised Voluntary Self-Identification of Disability Form (CC-305). Federal contractors must implement the new form by July 25, 2023.
Wednesday, April 26, 2023
|
Federal Compliance Update
Here at ADP® we understand that many employers may have questions and concerns about the impact of the anticipated May 11, 2023, end of the federal COVID-19 National Emergency and Public Health Emergency Orders. We want to let you know that on March 29, 2023, the U.S. Department of Labor (DOL), U.S. Department of Health and Human Services (HHS), and the U.S. Department of the Treasury issued frequently asked questions (FAQ) guidance to assist employers preparing for the end of these Orders. The FAQ guidance addresses questions related to the extended deadlines for COBRA, special enrollments and group health plan claims and appeals.