We’re excited to announce a new Employco publication – HR Edge Quarterly Newsletter! The newsletter is designed to provide quick, easy-to-read articles that are pertinent to small and mid-size employers. In this inaugural issue, we look at the following topics:
Click the following link to view and download the HR Edge Quarterly Newsletter (Q1 2021).
Rob Wilson, President of Employco USA, was recently featured in a number of articles as well as a podcast, follow the links below to read more:
Forbes
Rob was quoted in an article for Forbes discussing paternity leave policies, “Contrast that with the U.S., where 76 percent of fathers go back to work within a week after the birth or adoption of a child. And one in four women are back within 10 days of giving birth, according to Rob Wilson, president of Employco USA, a national employment solutions firm.”
Article (02/12/21): Here’s What Working Parents Should Envy About Norway (and It’s Not Just the Electric Cars)
The Don and Mike Show
Rob was a guest on the Don and Mike Show discussing employer mandated vaccines and trade shows starting to reopen.
Podcast (02/12/21): The Don and Mike Show: Rob Wilson from Employco on Employer Mandated Vaccines, Las Vegas to Relax Gathering Numbers
Affordable Care Act (ACA) reporting under Section 6055 and Section 6056 for the 2020 calendar year is due in early 2021. Specifically, reporting entities must:
Originally, individual statements were due by Jan. 31, 2021. However, IRS Notice 2020-76 extended the furnishing deadline. Notice 2020-76 does not extend the due date for filing forms with the IRS for 2020. It also provides additional penalty relief related to furnishing forms to individuals under Section 6055.
Recruiting has never been simple, and the COVID-19 pandemic is complicating matters even more. In this rapidly changing landscape, employers need to adapt if they want to attract and retain quality talent. To better prepare for this task, here are some recruiting practice trends employers should monitor in 2021.
Due to the coronavirus disease (COVID-19) pandemic, more employees are working remotely than ever before. As management is challenged with leading effective remote teams, organizations may consider internal best practices and question whether any adjustments would help these teams succeed. By addressing the unique needs of employees in the remote workplace, employers can set the stage for effective and productive teams.
While the COVID-19 pandemic has led to an all-time high of employees telecommuting, remote work had previously been growing steadily, and likely will continue to expand in the coming years. While many of the same principles of leading effective teams remain in place, organizations can take steps to ensure that remote teams are performing at a high level.
Each presidential transition brings changes to the human resources landscape and we expect that to continue under President Joe Biden.
With any legislative change—regardless of intent or outcome—employers must adapt quickly or risk penalties. This can mean redrafting internal policies, recategorizing workers, changing organizational priorities, rewriting employee handbooks and any other HR responsibility. Essentially, the more prepared an employer is, the easier it will be for them to succeed in a changing landscape. To that end, this article discusses a few of the potential significant changes employers can expect during a Biden presidency.
On Dec. 22, 2020, the U.S. Department of Labor (DOL) announced a final rule to amend employee tip regulations under the Fair Labor Standards Act (FLSA). The final rule will become effective 60 days after its publication in the Federal Register.
An appropriations bill, which was signed into law on Dec. 27, 2020, does not extend the leave mandates created by the Emergency Family and Medical Leave Expansion Act (EFMLA) and the Emergency Paid Sick Leave Act (EPSLA), which expire on Dec. 31, 2020.
As a result, the requirement for employers to provide employee paid sick leave and expanded family and medical leave under the Families First Coronavirus Response Act (FFCRA) will end on that date. However, the bill does extend the time limit for employer tax credits for employee leave required by those laws. Specifically, the tax credits will continue to be available for employers that offer EFMLA and EPSLA leave through March 31, 2021.
We have recently released two new documents to help employers navigate the current employment landscape:
The post-pandemic workplace will require employers to rethink how to prioritize and develop necessary skill sets. In response, organizations should embrace a dynamic approach to reskilling talent in order to shift vital employee skills and help develop skills as they become relevant and necessary. Consider pursuing and supporting the following proficiencies for potential and current employees: