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Revisions to EEO-1 Reporting: What’s the Impact to Employers?

Revisions to EEO-1 Reporting: What’s the Impact to Employers?

The Equal Employment Opportunity Commission (EEOC) has issued major revisions to EEO-1 reporting that require the addition of employee pay data, which must be broken out by race, gender, and ethnicity – with significant implications for employers. From an administrative perspective, the new EEO-1 report requires the addition of Form W-2 gross wages from the payroll system, as well as work hours for employees. From a strategic and compliance perspective, EEO-1 mandated pay data may raise the awareness and visibility of potential pay equity issues for an employer. In light of the new rule, some employers may wish to review their current hiring, job evaluation, and pay practices to ensure that they are compliant and defensible. Join our event on November 21st with other HR execs like yourself and get critical insights into the EEO-1 revisions, along with potential strategies employers can use to prepare for the new law. During this webcast, you will learn about: Detailed overview of EEO-1 reporting changes Answers to employers’ frequently asked questions Summary...

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Post-Election Compliance Outlook

Post-Election Compliance Outlook

On January 20, 2017, Donald Trump will be sworn in on the steps of the U.S. Capitol. With the Republican sweep of the White House, Senate and House some laws and regulations are likely to change. That begs the question – so what does this mean for you and your company? ADP has been serving employers of every size and from every industry, over the course of a dozen presidential administrations. When we signed up our first payroll client in 1949, President Harry Truman was in the White House. An important part of his daily commitment and lasting legacy was embodied in a small sign he kept at his desk that read simply: “The buck stops here.” Just as Harry Truman felt a strong pride and commitment serving as our country’s chief elected leader, ADP feels an enormous pride and responsibility as a resource and partner that American employers can trust for our understanding of complex compliance, financial, and strategic issues concerning workforce management. More than ever, employers will...

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SHRM Features ADP’s Expertise on New Overtime Rules

SHRM Features ADP’s Expertise on New Overtime Rules

With new overtime rules set to take effect on December 1st, SHRM interviewed two ADP thought leaders to gather insights to help HR leaders prepare. In an article titled “It Takes Two: Exempt Employee Must Meet Both Salary and Duties Tests, ADP’s Sushma Tripathi addresses some misperceptions around the changes to the overtime rules. For example, meeting the salary threshold doesn’t automatically make an employee exempt from overtime pay; employees must earn at least the standard salary threshold of $47,476 and fulfill one of the exemptions in the standard duties test. In another article titled, “Overtime Rule Puts Focus On Incentive Pay,” ADP’s Meg Ferrero discusses how the new rule amends the salary basis test to allow employers to use nondiscretionary bonuses and incentive payments (including commissions) to satisfy up to 10 percent of the new standard salary threshold. Head over to SHRM to read both stories in their entirety! Share this:Click to email (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on...

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Don’t Fear! Tips to Survive Year-End Reporting

Don’t Fear! Tips to Survive Year-End Reporting

For many employers, the last three months of the calendar year can be quite overwhelming as you prepare for routine year-end workforce activities such as distributing Forms W-2, potential changes in employer taxes, and the ongoing effects of legislative and regulatory changes. Keeping pace with all of these tasks — while remaining compliant — can be daunting. To help with these efforts, ADP® conducted an hour-long webcast that offered insights on the latest changes and trends pertaining to year-end reporting, including aspects of the Affordable Care Act (ACA), unemployment insurance tax, Forms W-2 reporting and payroll. Topics of discussion include: Affordable Care Act (ACA) o New IRS® ACA E-File Systems and Error Notices o IRS ACA Penalty Assessments Unemployment Insurance (UI) Tax o Federal Unemployment Tax (FUTA) Changes – Possible FUTA credit reduction and Benefit Cost Rate Assessment – Affected states and potential outcomes o State Unemployment Tax Changes – Proposed expansions to quarterly wage reporting o Update on the projected solvency of state UI trust funds Changes to...

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ACA Best Practices: Annual Reporting Accuracy & Strategic Employee Communications

ACA Best Practices: Annual Reporting Accuracy & Strategic Employee Communications

If you were an Applicable Large Employer (ALE) for tax year 2015, you’ve likely made it through your first year of annual health care reporting. Just as you were breathing a sigh of relief after filing last year’s forms, the process is starting all over again – and seems destined to continue every year from now on. There are lessons to be learned from the 2015 filings, as well as making sure that you are aware of the changes that will apply for 2016. Additionally, since this is only the second year your full-time employees will be receiving a Form 1095-C, a communications plan is the key to your success. It’s time to start thinking about how developing and delivering the right tools in conjunction with effective benefits communications and year end communications to drive awareness and engagement. Join our event on October 25th at either 11AM or 3PM with other HR execs like yourself and get critical insights on how you can prepare for the impact of recent...

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