29th Anniversary

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Employco is celebrating its 29th anniversary today, April 16th!

Founded by Bob, Rob, and Scott Wilson as a true family business start-up, Employco is proud to now have the third generation continuing the legacy. Nearly three decades later – Employco is nationwide and one of the largest HR outsourcing firms. Over the years, we’ve delivered HR and insurance solutions to thousands of companies – helping them save significantly on workers’ compensation and employee benefits through our buying power.

A heartfelt thank you to our incredible team for providing exceptional service to our clients over the past 29 years. We’re excited for what’s ahead!

Employco's 29th Anniversary

HR Newsletter: State Legislative Updates

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California Deadline for 2024 Pay Data Reporting Is May 14, 2025 – Employers with 100 or more employees and/or 100 or more workers hired through labor contractors, in each case at least one of whom is in California, must file annual workforce pay data reports with the state Civil Rights Department (CRD). 2024 pay data reports are due on Wednesday, May 14, 2025, and the portal for submitting 2024 reports opened on Feb. 3, 2025.

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HR Newsletter: Several Biden-Era Memorandums Rescinded

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HR Newsletter: Several Biden-Era Memorandums Rescinded

On Feb. 14, 2025, the Acting General Counsel (GC) of the National Labor Relations Board (NLRB) issued a memorandum rescinding several policies issued by the previous NLRB GC, including memorandums addressing severance and non-compete agreements, captive audience bans, and the rights of student-athletes under the National Labor Relations Act (NLRA).

Background – GC memorandums are not binding law; however, they inform NLRB field offices of the GC’s NLRA enforcement priorities. These memorandums are essential resources for employers, offering guidance on how the board interprets and applies federal labor law in various situations.

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HR Newsletter: Interaction Between FMLA and State PFML Programs

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HR Newsletter: Interaction Between FMLA and State PFML Programs

In Opinion Letter FMLA 2025-01-A, the U.S. Department of Labor (DOL) addressed the interaction between state and local paid family and medical leave (PFML) and leave taken under the federal Family and Medical Leave Act (FMLA).

The FMLA provides 12 weeks of unpaid, job-protected leave per year for specified family and medical reasons. While FMLA leave is unpaid, the law allows the employee to elect, or an employer to require the employee, to substitute accrued employer-provided paid leave (such as paid vacation or paid sick leave) for any part of the unpaid FMLA leave.

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HR Newsletter: Rescinding a Job Offer – Best Practices

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HR Newsletter: Rescinding a Job Offer – Best Practices

In most cases, the transition from hiring to onboarding an employee is straightforward. However, in some instances, employers may find themselves in a position where they must rescind a job offer. This is a difficult situation for both the employer and the newly hired candidate. In particular, rescinding a job offer can expose an employer to legal claims and reputational damage. Therefore, it is important for employers to understand the potential ramifications of rescinding a job offer and the measures they can take to mitigate their risks.

Important considerations for employers when rescinding a job offer include:

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HR Newsletter: 4 Attraction and Retention Trends to Monitor

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HR Newsletter: 4 Attraction and Retention Trends to Monitor

Employers will likely continue to struggle to attract and retain talented employees this year. An EY report found that 38% of employees are likely to leave their jobs in 2025. This article explores four attraction and retention trends for employers to watch in 2025.

1. The Push for Return to Work – More employers worldwide are becoming “office advocates,” scaling back flexible work policies and mandating five-day in-office work weeks. However, many workers still value remote jobs and flexible work options, requiring employers to balance employee preferences with business needs. Report: Employers, Employees Find Mixed Results in Return-to-Work Programs

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