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The Complete Payroll Blog

Complete Payroll

We do payroll, HR, timekeeping and more for employers all over the country from a small, rural town in Upstate New York. And we're constantly publishing articles and other resources to help business owners, HR managers or anyone that helps manage a workforce. Welcome to Payroll Country!

Recent Posts

Updates To the FSLA Exemptions For Certain Employees

on Oct 28, 2019 7:00:00 AM By | Complete Payroll | 0 Comments | Labor law Payroll Human resources Time and labor
The federal overtime provisions are part of the Fair Labor Standards Act (FLSA), and ensure that (unless an employee is exempt) an employer must legally pay an employee at an overtime rate not less than 1.5 times the regular rate-of-pay whenever they work more than 40 hours in a workweek.
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What Is The Overtime Employee Duties Test And How Is It Satisfied? 

on Oct 25, 2019 7:00:00 AM By | Complete Payroll | 0 Comments | Labor law Employees Payroll Time and labor
In our previous articles, we’ve spent some time talking about the employee overtime threshold -- the mandate by the United States Department of Labor that if an employee makes above a certain amount they can be exempted from the Fair Labor Standards Act’s overtime pay rules.
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About The DOL’s Proposed Updates To The Definition Of “Regular Rate”

on Oct 24, 2019 9:09:00 AM By | Complete Payroll | 0 Comments | Labor law Payroll Time and labor
Last March, the United States Department of Labor proposed an amendment to the Fair Labor Standards Act that would change the definition of the term “regular rate” in the law, when it refers to pay rate. While the change is not set in stone, the DOL held a comment period between May 13 and June 12, and has moved on to internal deliberations. It was part of a number of rule changes and propositions announced by the DOL in March, such as an increase to the “overtime salary threshold.”
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What Requirements Must An Employee Meet To Be Exempt From Overtime?

on Oct 22, 2019 9:02:23 AM By | Complete Payroll | 0 Comments | Labor law Payroll Human resources Time and labor
Normally, the Fair Labor Standards Act requires that employers pay any employees working over 40 hours a week at a rate of 1.5 times the “regular rate” of pay for any further hours. But to make matters complicated, that’s not always the case. In some instances, certain employees can be exempted from this overtime rule entirely. 
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New Federal Overtime Rules to Take Effect in 2020

on Sep 25, 2019 4:19:11 PM By | Complete Payroll | 0 Comments | Labor law Payroll Human resources Time and labor
You may remember back in 2016, the United States Department of Labor announced it was going to increase the exempt employee overtime salary threshold from $455 per week ($23,660 annual salary) to $913 per week ($47,476 annual salary). This would mean that most employees earning an annual salary at or below $47,476 would become non-exempt and would therefore need to be paid an overtime rate for any hours worked over 40 in a given week.
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New York Expands Pay Equity Laws for 2019 and 2020

on Sep 24, 2019 2:51:01 PM By | Complete Payroll | 1 Comment | Labor law Payroll Human resources Human Capital Management
New York State has amended its pay equity laws in three significant ways. The first two changes outlined below take effect October 8, 2019, while the third change goes into effect early next year.
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Preventing Sexual Harassment in the Workplace - A 2019 Update

on Aug 26, 2019 7:00:00 AM By | Complete Payroll | 1 Comment | Labor law Human resources
In 2018, over 13,000 sex-based harassment claims were filed with the Equal Employment Opportunity Commission (EEOC). This number doesn’t include charges filed with state and local agencies or situations where employees went directly to an attorney. And many employees who are victims of sexual harassment or are affected by it never report the incidents at all.
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The Top Complaints About Certified Payroll

on Aug 23, 2019 7:00:00 AM By | Complete Payroll | 0 Comments | Labor law Payroll Time and labor
When it comes to Certified Payroll, we have helped a lot of companies with a lot of different problems.  Because we work with both large and small construction businesses, we understand the ins and outs of Certified Payroll, including who has to file it, what must be filed, and the biggest problems that employers face when it comes to keeping their payroll compliant with federal policies.
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Why Is Certified Payroll So Complicated?

on Aug 22, 2019 7:00:00 AM By | Complete Payroll | 7 Comments | Labor law Payroll Time and labor
Construction companies, the waste management industry, and manufacturing all face a shared common problem: Certified Payroll penalties.  Out of all industries with federal construction contracts, employers in these three areas spend the most on penalties and back wages that are a result of erroneous, incomplete, or non-filed Certified Payroll forms.
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Why Construction is the #1 Industry for Certified Payroll Penalties

on Aug 21, 2019 7:00:00 AM By | Complete Payroll | 0 Comments | Labor law Payroll Time and labor
On their website, the US Department of Labor explains that the penalties for inaccurate or insufficient Certified Payroll are steep: “Contract payments may be withheld in sufficient amounts to satisfy liabilities for underpayment of wages and for liquidated damages for overtime violations under the Contract Work Hours and Safety Standards Act (CWHSSA). In addition, violations of the Davis-Bacon contract clauses may be grounds for  contract termination, contractor liability for any resulting costs to the government and debarment from future contracts for a period up to three years.” What does this mean for construction companies, in particular, who face the most penalties of any industry?
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The materials and information available at this website and included in this blog are for informational purposes only, are not intended for the purpose of providing legal advice, and may not be relied upon as legal advice.  The employees of Complete Payroll are not licensed attorneys. This information and all of the information contained on this website are provided pursuant to and in compliance with federal and state statutes. It does not encompass other regulations that may exist, including, but not limited to, local ordinances. Complete Payroll makes no representations as to the accuracy, completeness, currentness, suitability, or validity of the information on this website and does not adopt any information contained on this website as its own. All information is provided on an as-is basis.  Please consult an attorney to obtain advice with respect to any particular question or issue.