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The Complete Payroll Blog

About EEO-1 Reports for Multi-Establishment Companies

on Nov 22, 2019 7:00:00 AM By | Complete Payroll | 0 Comments | Labor law Employees Human resources Human Capital Management
Every year the United States Equal Opportunity Employment Commission requires that you file an EEO-1 report summarizing employee demographics and job-position data, and if you’d like a bit more detail on what that’s all about, we’ve put together a complete summary of the whole thing for you here.
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What to Consider Before Conducting Drug Tests On Your Employees

on Nov 20, 2019 10:05:46 AM By | Guest Contributor | 0 Comments | Labor law Employees Human resources
Drug screening has now become an important tool for promoting a safe working environment. Be it absenteeism, low employee productivity, potential liabilities or healthcare costs, drug screening can help bring about a positive change within a few months. Make sure your drug screening policy meets all federal and state requirements for drug testing.
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EEO-1 Warning Messages, And How To Solve Them

on Nov 15, 2019 7:00:00 AM By | Complete Payroll | 0 Comments | Labor law Employees Human resources Human Capital Management
Every year, the Equal Employment Opportunity Commission requires your human resources department to file an EEO-1, which is a data report that collects information on the race, gender, ethnicity, and job tier of your employees.
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Types of EEO-1 Reports and Their Functions 

on Nov 8, 2019 7:00:00 AM By | Complete Payroll | 0 Comments | Labor law Employees Human resources
The EEO-1 reporting process is no small task. Unless you’re small enough a business that you work from only one location, you’ll be filling out several reports of various kinds. These can be overwhelming and more than a little bit confusing.
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What The New FLSA Overtime Exemption Rules Mean For You

on Oct 29, 2019 7:00:00 AM By | Complete Payroll | 0 Comments | Labor law Employees Payroll Human resources Time and labor
On the very first day of 2020, a brand new set of rules regarding overtime pay will go into effect for businesses in the United States (at least for those in the primary 50 states). In addition, there will be new pay thresholds for the overtime exemption (the rule that allows employers to skip paying overtime to employees who are considered well-enough compensated).
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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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EEOC and ADA Stances on High School Diplomas for Hiring

on Jul 19, 2019 7:00:00 AM By | Complete Payroll | 0 Comments | Labor law Employees Human resources
In today’s competitive job market, employers look to hire well-qualified, diverse, talented, skilled, experienced, and educated candidates for job positions.  Often, job postings and requirements specify minimum qualifications for prospective candidates to satisfy in order to be considered. Many employers are aware of the risk of discrimination claims affecting those from protected classes, and education background is one hiring criterion that is easily taken for granted. 
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Onboarding Strategies: How to Welcome a New Employee

on Jul 17, 2019 7:00:00 AM By | Complete Payroll | 0 Comments | Employees Human resources
Congratulations!  The hard part is over—you’ve finally hired someone.  You now have a new “employee.”  That means you need to give the person the tools to be the best employee he or she can be, and that process starts on Day One.
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Should it be Vacation Time or Just PTO?

on Jul 15, 2019 7:00:00 AM By | Complete Payroll | 1 Comment | Labor law Employees Human resources Benefits
Traditionally, employers offered separate paid time off benefits to employees, such as paid vacation, sick leave and personal days.  However, in the past decade, many companies have moved to a more flexible Paid Time Off or “PTO” benefit that incorporates all policies into one all-inclusive PTO plan. The debate as to whether employers benefit from offering PTO versus separate vacation, sick and personal leave plans is constantly being researched. In an effort to assist employers in making an informed decision in this regard, below are some advantages and disadvantages of combining the company’s separate paid time off benefits into a single Paid Time-Off (PTO) plan.
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Tracking the Hours Worked for Your Exempt Employees

on Jul 11, 2019 7:00:00 AM By | Complete Payroll | 3 Comments | Labor law Employees Payroll Time and labor
To be classified as exempt, the employee’s job generally must satisfy both a salary basis test and a duties basis test. Exempt employees generally must be paid on a salary basis, meaning they must be paid a fixed salary each week. The U.S. Department of Labor (DOL) enforces regulations that define the salary basis requirement to satisfy the exempt status tests. Exempt, Administrative, Executive, and Professional employees must be paid a predetermined amount each pay period that is at least the minimum weekly salary required by the regulations. The current federal minimum is $455 per week (expected to be ~$679 starting in January 2020). However, some states require a significantly higher minimum weekly salary to satisfy this test (New York is among them). The amount paid may not be reduced because of a variation in the quality or quantity of the work performed. 
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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.