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Workplace Compliance Spotlight: How to Keep from Getting BURNED by Noncompliant Seasonal Workforce Management Practices

Workplace Compliance Spotlight: How to Keep from Getting BURNED by Noncompliant Seasonal Workforce Management Practices

Swimming pools, sun tans, trips to the beach and ice-cold popsicles are some of the more welcomed visuals of an exciting summer. What’s not as welcomed are the unforeseen compliance pitfalls that accompany hiring and managing a seasonal workforce whether it be during the summer…or during the holiday season. What you do get through hiring seasonal workers is an extra set of hands when customer demands require them. These new faces can also bring about fresh perspectives and energy. While the same HR rules typically apply to full-time and seasonal workers, there are compliance considerations to keep in mind when hiring and compensating your seasonal workforce. Watch the latest Workplace Compliance Spotlight webcast and get critical insights and best practices on seasonal worker compliance, such as: How do I properly classify my seasonal worker? What are some gig worker considerations? Do I have to pay my summer intern? What do I need to know about child labor law compliance? What are some hiring and onboarding considerations for seasonal workers?...

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Workplace Compliance Spotlight: Tax Reform Is Here…Understanding the Impact

Workplace Compliance Spotlight: Tax Reform Is Here…Understanding the Impact

Back in 1986, a gallon of gas cost $.93 cents. The New York Mets won the World Series, and “Ferris Bueller’s Day Off” hit the big screen. It was also the last time we reformed the tax code. Since 1986, the U.S. tax code has grown from less than 30,000 pages to over 70,000. That’s a lot of extra pages causing A LOT of extra confusion among employers. To help make sense of these changes (as regulations are released over time), and become mindful of potential compliance risk, please join us for parts 1 and 2 of our webcast mini-series where ADP experts will provide actionable insights to help you manage change. In Part 1, we discuss: IRS Notice 1036 Affordable Care Act: Elimination of the ACA Individual Mandate & delay of Cadillac Tax Employee Benefits In Part 2, topics include: IRS new Form W-4 and new online W-4 calculator Tax Credit for Paid Family and Medical Leave State tax reform legislation update Section 199A pass-through deduction What to...

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Workplace Compliance Spotlight: New Year, New Look at the Compliance of Your Hiring Practices

Workplace Compliance Spotlight: New Year, New Look at the Compliance of Your Hiring Practices

The hiring process is labor-intensive and complex, and keeping pace with requirements for interviewing and onboarding new hires — while remaining compliant — can be daunting. Developing effective, compliant hiring processes can help you build the best team for your business. To help with these efforts, watch the next installment in our Workplace Compliance Spotlight webcast series and get critical insights and best practices for hiring and onboarding new employees. Topics of discussion will include: Pre-hire activities such as: Leveraging tax credits Background and reference checks Salary history inquiry bans Ban-the box laws Onboarding activities, such as: New hire training, including sexual harassment New hire paperwork ADP remains at the forefront of helping employers understand the complex compliance, financial, and strategic issues surrounding workforce management. Tap into our expertise to ensure you’re in the best shape possible for future workplace compliance changes that may come about along the way. Register and join us for future Workplace Compliance Spotlight webinars at adp.com/workplacecompliance. Share this:Click to email this to a friend...

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Workplace Compliance Spotlight: Hot Employment Law Topics

Workplace Compliance Spotlight: Hot Employment Law Topics

Employment laws are constantly evolving – including federal, state, and local laws. What should employers expect in this ever changing environment? Which policy issues are affecting employers and employees? Watch our next installment in our Workplace Compliance Spotlight webcast series and receive critical insights on the latest development and changes. During this webcast, we will cover a variety of topics including: Social media Off-duty conduct Personal appearance Unauthorized work & pay related policies Pay equity Scheduling laws Paid sick leave Employee handbook considerations ADP remains at the forefront of helping employers understand the complex compliance, financial, and strategic issues surrounding workforce management. Tap into our expertise to ensure you’re in the best shape possible for future workplace compliance changes that may come about along the way. Register and join us for future Workplace Compliance Spotlight webinars at adp.com/workplacecompliance. Share this:Click to email this to a friend (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on...

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5 Lessons Learned from the Recent Harassment Complaints

5 Lessons Learned from the Recent Harassment Complaints

Nondiscrimination laws require employers to maintain a work environment that is free from sexual and other types of harassment. Beyond compliance reasons, promoting a harassment-free workplace is the right thing to do and critical to maintaining a productive workforce. However, recent scandals in the media, academia, Hollywood, and Congress are indications that sexual harassment remains a significant problem in the workplace. In light of these improprieties, here are five key takeaways to help you assess your anti-harassment efforts: #1: A policy isn’t enough. While having a written anti-harassment policy is important (and even required in some jurisdictions), it will mean little if you don’t enforce it. If you observe or are put on notice that misconduct may have occurred, you have a duty to launch a prompt, impartial, and thorough investigation. Depending on the circumstances, consider whether an internal investigation is sufficient or if you need to have an outside third party conduct an impartial investigation. If an investigation reveals that harassment occurred, take immediate and appropriate corrective action...

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