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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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The increased mobility of today’s workforce means employees aren’t staying in one job for as long as they did 20 years ago. The impending mass exodus and ever-changing tide of resources present a serious predicament: Organizations must be able to preserve precious institutional knowledge throughout these shifts.
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The finalized 2020 Form W-4 was released on December 4, 2019. Due to the federal tax law changes that took place in 2018, the 2020 Form W-4, Employee’s Withholding Certificate, is very different from previous versions.
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Minnesota’s minimum-wage rates will be adjusted for inflation beginning Jan. 1, 2020, to $10 an hour for large employers and $8.15 an hour for other state minimum wages.
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Minnesota’s New Wage Theft Regulations and Employer Requirements: Real World Planning for Compliance
In case you missed it, on May 30, 2019, Minnesota passed the Jobs and Economic Development Omnibus Bill. Along with many other budget and legislative items, that bill included several new regulations imposing new responsibilities and recordkeeping requirements for Minnesota employers effective July 1, 2019.
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A no-match letter identifies employees whose name and Social Security number (SSN) on a filed Form W-2 do not match SSA records. Finding one in your mailbox can be a little unnerving; however, it doesn’t mean that an employee purposefully gave fraudulent information to the government.
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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.
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The employer provisions of the Affordable Care Act (ACA), also known as “Obamacare,” have now been in effect for more than five years. Although the law is decidedly old news, it’s worth a mention as we begin 2019.
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An accountable employee expense reimbursement plan allows you to cover employees’ out-of-pocket business expenses via tax-free reimbursements or advances. The IRS says this type of plan must follow three rules to maintain its “accountable” (i.e., tax-free) status. But here’s the thing: following these rules can be costly and even complicated.
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