Late Thursday, Governor Snyder signed the Minimum Wage law (SB 1171) that takes Michigan’s minimum wage to a maximum of $12.05/hr. in 2030 and removed the future indexing of the minimum wage to inflation. He also signed the Earned Sick Time law (SB 1175) that implements paid time off for employee or family member illness, injury, domestic violence, and sexual assault. The new law applies to employers with over 50 employees.
Last week was a big push by the Trump administration to reduce benefit burdens on small businesses by re-energizing Health Reimbursement Accounts (HRAs) and 401Ks. These efforts will make an impact towards coverage of small employer employees with both healthcare and 401K access and allow these employers to be more competitive in the war for talent.
The White House Administration’s Council of Advisors on Science and Technology predicts that by 2020 the U.S. will be short 1 million tech professionals. How can employers do their part to help this growing shortage?
Last week the U.S. Department of Labor’s (DOL’s) Wage and Hour Division issued a set of new Opinion Letters on the following questions:
According to a Payscale study of 160,000 employees throughout the country, 37% of employees have asked for raises. Of those who did, 70% received one. 39% got what they asked for, and 31% got less than what they requested.
A lawsuit by 20 states was filed in federal court in Texas challenging the constitutionality of the Affordable Care Act (ACA) in February. Texas argues that last year’s tax reform law, which stripped the ACA of the individual mandate, made the ACA unconstitutional. If the individual mandate is stripped away, the Department of Justice (DOJ), agreeing with Texas, argues that two other key parts of Obamacare should fall with it.
Given that 10,000 Baby boomers retire every day, employees may be coming to HR for help determining when to retire and what benefits will be available to them. They will likely inquire about how Social Security benefits are determined.
The Wage and Hour Division of the U.S. Department of Labor (DOL) published three opinion letters earlier this month providing employers guidance on how to treat travel time, break time, and whether lump-sum payments can be garnished and to what extent.
In December, Congress passed the Tax Cuts and Jobs Act, which was grudgingly signed into law by President Trump on December 22, 2017. Upon passage a number of companies such as AT&T, Apple, Southwest Airlines, and Fifth Third Bank announced bonuses to be paid to employees ranging from $1,000 to $2,500. Fifth Third Bank also increased its minimum wage to $15 per hour, while Wal-Mart hiked its minimum wage to $11 per hour.
Last week at the 8th annual Compensation & Benefits Conference, ASE released the long-awaited results of ASE’s 2018 Compensation Survey. Those in attendance were able to get a first look at the results and historical trends.
There are thousands of benchmark surveys available to both employers and their employees that can be utilized when making compensation and benefit decisions. As an employer, choosing the right survey(s) may not always be easy or straightforward. So how do you know which survey is right for you?
At times overtime is required in order to meet customer demand. An HR issue can arise when an employee presents a doctor’s note stating that the employee can only work eight hours per day and no overtime. Since ADA or FMLA may apply, how does the employer respond to this situation?
As of January 2017, 52 health insurance providers reported 21.8 million HSA/HDHP enrollees, up from 20.2 million in 2016. This is according to a recently released survey from America’s Health Insurance Plans (AHIP) who also reported a 9.2% increase in enrollment in HSA/HDHP from 2016 to 2017 in an analysis of a constant sample of 45 health plans.
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