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Various jurisdictions have increased their minimum wage rates. If applicable, you must increase the pay rate for non-exempt employees to meet the new minimum wage.  An updated poster is not required provided that the employer has the most recent poster already on display. If needed, employers should order a new minimum wage poster. The minimum wage rate is based on the employee’s work location.

Please note this is not a complete list of all current minimum wages in effect at this time.

The quarter will be closing on June 28, 2019. It’s that time again where you should review the following reminders and provide updates impacting your employees’ Forms W-2 to your Payroll Advisor by June 25th to help you avoid costly amendments. Click here to view the penalties and interest that may apply if this information is not provided in a timely manner.

The Fair Labor Standards Act (FLSA) requires employers to pay non-exempt employees for all "hours worked." Determining an employee's pay can sometimes be complicated since hours worked includes not only time actually spent working but also certain nonproductive time. Below, we address several scenarios where pay may be required.

As an employer, there’s nothing more frustrating than wading through hundreds of applications and resumés, planning interviews, committing to a candidate and figuring out the right offer — all for a “no thank you.” Check out this article to learn how to compete for top talent in a candidate’s market.

Starting June 30, CDK Global will no longer accept generic General Ledger Import files from their vendors. 

With spring in full swing and summer approaching, employers may be thinking about hiring minors for the summer months. If you plan to hire minors, be sure to comply with all applicable federal, state, and local laws. Here are seven requirements to consider for hiring minors:

On March 7, 2019, the U.S. Department of Labor (DOL) released a proposed rule that would increase the minimum salary required to qualify for exemptions from overtime for administrative, professional, executive, and highly compensated employees. Here are some answers to some frequently asked questions about the proposed rule.