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Fresh IRS guidance is available for employers claiming the Employee Retention Credit in the third and fourth quarters of 2021. Our team is closely monitoring the situation as guidance continues to be released regarding ERC updates and their implications. Read more to find out how this update could impact your organization.
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Many business and non-profit employers are finally feeling like they’re beginning to round the corner of the COVID-19 crisis and are now fully focused on successful recovery.
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The recent enactment of the American Rescue Plan Act (ARPA) extended the voluntary employer option to offer credit-eligible FFCRA leave and also made state and local governments eligible for the full tax credits, effective April 1 through September 30, 2021.
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We co-hosted a webinar with Greater Mankato Growth about the Employee Retention Credit (ERC) and PPP loans and forgiveness. Watch the webinar recap and find additional resources here.
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In many instances, employers worry their benefits offerings go unnoticed or unappreciated. Especially now, there are a few simple things you can do to help your employees better comprehend—and take advantage of—the benefits you offer.
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As the coronavirus pandemic continues to evolve, employers continue to face new challenges. Unfortunately, for some employers, these challenges will come in the form of an employee testing positive for COVID-19. Do you know how to appropriately respond if this were to happen in your workplace?
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In the workplace, the various stimulus packages, sick leave provisions, and other economic and governmental programs brought about by the pandemic have created a need for additional documentation and disclosures on certain payroll tax filings and forms. Learn about the resources you’ll need to ensure compliance and proper documentation based on IRS guidance.
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Does your organization have a re-opening plan in place? The Occupational Safety and Health Administration (OSHA) has issued guidance for reopening businesses that recommends each establishment conduct a hazard assessment for all jobs.
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For many public employers, the struggle to build and retain a talented workforce can often be made even more difficult by budget constraints, changing political climates, and pay equity regulations, among many others. A fresh approach to compensation programs may be the answer.
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For many organizations, the thought of establishing a performance-based compensation system can be daunting. Although it can’t be done overnight, this type of change is possible. And it’s likely to help solve a persistent challenge: retaining high performers.
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