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The Complete Payroll Blog

Your steady stream of news, insight and analysis into payroll, tax, human resources and more.

Understanding employer pay obligations for travel time

on Jan 18, 2018 2:16:23 PM By | Complete Payroll | 1 Comment | Labor law Employees Payroll Human resources
For many employers, sending employees out into the big, wide world to perform their job duties is an everyday occurrence. However, many employers are not aware of the situational details that may make time compensable or not compensable for non-exempt employees. Employers must consider both state and federal law surrounding travel time pay and then apply the most generous policy to the employee.  
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The top trending employment laws in 2018

on Jan 11, 2018 10:44:05 AM By | Complete Payroll | 0 Comments | Labor law Employees Human resources
When a city or state passes a new kind of employment law or practice, you can expect other locations to follow their lead. We’ve seen this with paid sick leave, ban the box, social media privacy laws, and other legislation. This year will have its own trending employment laws and best practices. Here are a few to keep your eye on:
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How the new tax bill will affect employers

on Jan 8, 2018 2:38:30 PM By | Guest Contributor | 0 Comments | Taxes Labor law Payroll
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Does your business need a buy-sell agreement?

on Jan 5, 2018 6:54:00 AM By | Guest Contributor | 0 Comments | Taxes Labor law
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How Does Inclement Weather Affect Payroll, Scheduling and PTO?

on Jan 3, 2018 7:00:00 AM By | Complete Payroll | 0 Comments | Labor law Employees Payroll Human resources Benefits Time and labor
How Does Inclement Weather Affect Payroll, Scheduling and PTO? Snow days are fun for kids, but a headache for adults. At businesses, it’s a struggle to sort out snow removal, public access, employee hours, and other weather-related issues. Even a few inches of snow or a short power outage can create a ripple effect of problems across the company.
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A little bit about wage and hour classifications

on Dec 29, 2017 7:00:00 AM By | Complete Payroll | 0 Comments | Labor law Employees Salaries Payroll Human resources Time and labor
Did you know that just because you are paying an employee on a salary basis, it does not immediately make that employee ineligible for overtime? The crucial distinction is whether the employee is exempt or non-exempt from wage regulations that cover overtime. The employer’s method of payment such as hourly, salary, or commission, is only one element of the exempt classification.   
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Managing conflicts of interest in the workplace

on Dec 28, 2017 7:00:00 AM By | Complete Payroll | 0 Comments | Labor law Employees Human resources
A challenging subject for many employers involves the intricate balance between establishing solid relationships with clients, customers, and vendors and ensuring that those relationships do not transition to one that is an actual or perceived conflict of interest.  
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Political expression in the workplace

on Dec 21, 2017 7:00:00 AM By | Complete Payroll | 0 Comments | Labor law Employees Human resources
There's no denying political conversations are more common (and polarized) in our society of late. This can pose a challenge for employers - as they try to walk the line between allowing all employees to hold and express (within reason) their own political views and not creating any hostilities or distractions within the workplace. Many surveys have revealed most employers don't have policies about workplace political expressions, so we decided to take a deeper look into this interesting subject.
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Department of Labor proposes new rule promoting tip sharing

on Dec 5, 2017 1:39:45 PM By | Complete Payroll | 0 Comments | Taxes Labor law Employees Payroll
The United States Department of Labor recently proposed a new rule that would allow employers to redistribute tips among more employees. We're going to take a look at this new proposal and what it could mean for restaurants and other employers of workers that regularly earn tipped wages.
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How to handle sexual harassment by managers, customers or vendors

on Nov 27, 2017 7:01:00 AM By | Complete Payroll | 0 Comments | Labor law Employees Human resources
Much has been written and said about an employer's liability for sexual harassment by its own employees. However, you can also be liable when a non-employee harasses one of your employees. Both the courts and the Equal Employment Opportunity Commission (EEOC) have found that an employer may be held liable for sexual harassment of its employees by someone outside of the organization, such as a customer or vendor. 
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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.