Employers with an average of at least 50 full-time employees (including full-time equivalents) in the prior calendar year (2024) (Applicable Large Employers or “ALEs”) need to file ACA Forms 1094-C and 1095-C with the IRS. 

The popularity of social media continues to bring potential compliance issues for employers trying to navigate the hiring process or trying to manage employee conduct. Here are eight social media practices that may be cause for concern.

Sometimes an employer’s seemingly harmless questions can be problematic because they may violate certain laws or get in the way of a productive and engaged workforce. Here are eight questions to avoid and why.

While there are a host of federal laws and regulations with which employers must comply, many state and local jurisdictions also have laws and regulations that govern the employment relationship. Understanding which laws apply to your business when these laws conflict can be a significant challenge. To help, we've identified 10 areas in which your state and/or local law may be more generous to the employee. In general, when laws conflict, the law most generous to the employee applies.  

Background checks can provide employers with a variety of job-related information to use when evaluating prospective employees' qualifications, such as work history and education, criminal records, and driving records.

However, federal, state and local laws set limits on obtaining and using background check information to make employment decisions. Employers must ensure compliance with these laws. Here’s a checklist to help employers when conducting background checks.