An employer and the temporary staffing agency that it retained have agreed to pay $1.45 million in back wages and damages to more than 160 workers at a Philadelphia direct mail and printing company after an investigation by the federal Department of Labor's (DOL) Wage and Hour Division (WHD) uncovered overtime violations [WHD News Release, More Than 160 Direct Mail and Printing Workers Will Receive $1.4M in Back Wages, Damages for Overtime Violations, 7/9/15].

Direct mail processor ICS Corp., temporary staffing company New Century Integrity Corp., and New Century's owner Hokkito Teddy employed the workers jointly. The WHD discovered that some workers were paid in cash at straight time rates for all hours worked instead of being paid overtime when employees worked over 40 hours in a workweek. Other employees provided by New Century received checks for their first 40 hours from ICS. New Century then paid these employees in cash for their overtime hours at rates less than their regular rate of pay.

The consent judgment entered into by the parties awarded the workers $725,583 in overtime pay, and an equal amount in liquidated damages. Additionally, ICS is required to appoint a compliance officer to ensure that the company maintains proper records and pays employees in compliance with the Fair Labor Standards Act (FLSA).

In announcing the consent agreement, WHD Administrator Dr. David Weil noted that "Temporary staffing agencies are valuable contributors to our economy. These agencies should not be used by employers to attempt to avoid their obligations under the law. Those who do will be held accountable, as today's action shows."

Once a staple of the American workplace, the annual raise is turning into a relic of the pre-crisis economy as companies turn to creative and cheaper ways to compensate their employees.

More businesses are upping their spending on benefits such as one-time bonuses, health care and paid time off, according to recent survey data. Many are rolling out perks such as free gym membership, commuting subsidies, even pet health insurance.

Often, those benefits are being provided in lieu of higher salaries. Government data shows the growth in spending on benefits is outpacing gains in wages. Companies say they are catering to the growing workforce of millennials who seem to prize short-term flexibility over long-term financial security, and the change allows bosses to reward star employees without permanently increasing costs.

Rhode Island - Unemployment. 

New legislation allows experience rated employers to make voluntary unemployment tax payments to lower their tax rate if they have filed all required reports, and paid all contributions, penalties, and interest. Payments are due 30 days after they receive their experience rate notice, or 120 days after the start of the calendar year for which rates are computed, whichever is earlier. Voluntary payments will not be refunded [L. 2015, S813].

 Missouri - Unemployment.

The taxable wage base for unemployment tax purposes will continue to be $13,000 in 2016. The new employer rate for most employers in 2016 will remain at 3.51%. New employers in the construction industry will pay 4.362% (4.622% in 2015). New nonprofit employers will pay 1.3% (unchanged from 2015) [Missouri Dept. of Labor website, Tax Rates].

 Georgia - Unemployment.

New legislation revises the definition of "most recent employer" for unemployment benefit purposes. With respect to unemployment benefit claims for benefit years that begin after June 30, 2015, it means the last employer for whom an individual worked. Prior to July 1, 2015, it meant the last liable employer for whom an individual worked and for whom the individual: (1) was separated from work for a disqualifying reason, or (2) was released or separated under nondisqualifying conditions and earned wages of at least 10 times the weekly benefit amount of the claim. It also included an employer that filed an unemployment benefit claim on behalf of the individual [L. 2015, H117].

 Michigan - Unemployment.

The Michigan Unemployment Insurance Agency (UIA) has announced that, beginning with third quarter 2015 reports, the taxable wage base (TWB) for "non-delinquent contributing employers" will be reduced from $9,500 to $9,000. A "non-delinquent contributing employer" is an employer who is not delinquent in the payment of unemployment contributions, penalties, or interest. An employer is delinquent if on Aug. 15, 2015, the employer has an outstanding assessment for an unpaid balance of at least $25. The taxable wage base remains at $9,500 for delinquent employers. Reimbursing employers also do not qualify for the TWB reduction [UIA Questions and Answers about Changes to the Taxable Wage Base, 7/30/15].

 New York---Unemployment.                                              

New York State (NYS) law requires employers to pay interest on federal unemployment loans that were in place during the current year. The New York State Department of Labor (NYSDOL) has announced that employers will pay a maximum 2015 interest assessment surcharge (IAS) of 93¢ per employee. Payment is due with the third quarter combined withholding and unemployment tax return (Form NYS-45) that is due on or before October 31. More than 123,000 employers that have an amount due of less than $1.00 will not receive an IAS bill at all. This is likely the final year that employers will pay the IAS as NYS has repaid its federal unemployment loans [NYSDOL website, Interest Assessment Surcharge (IAS): Frequently Asked Questions].