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The Complete Payroll Blog

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 | 0 Comments | 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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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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Three Ways HR Makes Employment More Profitable

on Jul 10, 2019 7:00:00 AM By | Complete Payroll | 1 Comment | Human resources Human Capital Management
Human resources covers a lot of territory—much of it cluttered with paperwork—but it really does have a precise business purpose. The point of HR is to make employment more profitable. HR does this in three fundamental ways. First, HR protects the organization against employment-related lawsuits and fines. Second, it reduces the costs of employment. And third, it maximizes employee productivity. In short, HR helps the employer save money and make money in all things related to employment.
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How Long Does it Take to do Certified Payroll?

on Jul 8, 2019 7:00:00 AM By | Complete Payroll | 1 Comment | Labor law Employees Payroll Human resources Time and labor
In recent posts, we have covered the importance of complying with federal laws like the Davis-Bacon Act through a process called Certified Payroll. Need a quick refresher? Certified Payroll means that you submit a weekly version of from WH-347 to the Department of Labor. All construction-related employers who hire workers to complete federal contracts must go through this process, and the penalties for non-compliance are significant, coming in the form of fines, being barred from federal contracts, and serving even prison time. The main goal of this is to comply with the Davis-Bacon Act, which protects employees from unethical employers by requiring workers on federal construction contracts worth over $2000 to be paid the prevailing wage in the area.
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What Is a Statement of Compliance?

on Jun 28, 2019 7:00:00 AM By | Complete Payroll | 2 Comments | Labor law Employees Payroll Human resources
Not every Human Resources department deals with contracts that fall under the purview of the Davis-Bacon and Related Acts, but how do you know if your HR department is one that does? Do you know if you are required to file a statement of compliance and if so, how to do that? Are you confident that you are correctly filling out your WH-347 forms on a weekly basis?
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The Importance of Drug Testing in the Workplace

on May 21, 2019 10:56:04 AM By | Guest Contributor | 1 Comment | Employees Human resources
Drug testing has become a commonplace occurrence in many companies in today’s world. It remains a matter of great importance in many employment situations and can be a huge aid when it comes to knowing you to hire. Here are some of the main benefits of drug testing in the workplace.
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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.