For many years, so long as employers were offering opt-outs uniformly to all benefit-eligible employees, the government had little, if any, regulation over opt-outs. However, beginning in 2015, multiple government agencies began tightening the parameters around permissible opt-outs and, in some situations, appear to restrict them completely. Employers are experiencing increased scrutiny over opt-outs from various agencies because of recent regulatory guidance.

For more information on this topic download the entire article below. 

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On December 1, 2016, the Department of Labor (DOL) will implement changes raising the minimum compensation for exempt employees to $47,476 annually. While salary is just half of a two-part equation that includes a duties test of essential job functions, scrutiny is under way to analyze compensation and find solutions to avoid conflict with the new rule.

For more information on this topic download the entire article below. 

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If you have called our office recently you might have heard our newest team member saying, "hello" in the background.  Meet CoCo - she is a Shih Tzu puppy who carpools with our Senior Account Manager, Julie Greenberg. She is our Wellness Ambassador and encourages our team to take regular breaks to minimize stress in the workplace. 

To see more of CoCo and stay connected to all the fun things happening at Benefits Done Right, like us on Facebook or follow CoCo on Instagram @coco.916 

 

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Revised Posters Must Be Posted as of August 1, 2016

The U.S. Department of Labor (DOL) has recently updated its Fair Labor Standards Act and Employee Polygraph Protection Act posters. 

Background

The federal  Fair Labor Standards Act (FLSA) establishes minimum wage, overtime pay, record-keeping, and youth employment standards. Covered nonexempt workers are entitled to at least the federal minimum wage, and overtime pay at a rate not less than one and one-half times the regular rate of pay is required after 40 hours of work in a workweek.

Note: Employers may also have certain obligations under state and/or local laws, including minimum wage and overtime pay requirements. When both the FLSA and a state law apply, the employee is entitled to the most favorable provisions of each law.

The federal  Employee Polygraph Protection Act (EPPA) prohibits most private employers from using lie detector tests, either for pre-employment screening or during the course of employment. Employers generally may not require or request any employee or job applicant to take a lie detector test, or discharge, discipline, or discriminate against an employee or job applicant for refusing to take a test.

Revised Posters
Every employer of employees subject to the FLSA's minimum wage provisions must post (and keep posted) a notice explaining the law in a conspicuous place in all of their establishments so as to permit employees to readily read it. An  approved copy of the minimum wage poster is available for informational purposes or for employers to use as posters.

Additionally, every employer subject to the EPPA must post (and keep posted) on its premises  a notice explaining the law. The notice must be posted in a prominent and conspicuous place in every establishment of the employer where it can readily be observed by employees and applicants for employment.

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SEAC is a not-for-profit employer advocacy group that helps educate employers about relevant employment issues and related legal concerns. BDR CEO Laurie Rood serves on the Board and a number of our clients are members and find the workshops and seminars very valuable. For more details about SEAC and to register for this event, click the link below.