Federal Alerts

The U.S. Equal Employment Opportunity Commission (EEOC) has announced that it will begin accepting EEO-1 reports for 2022 via its portal on Oct. 31, 2023. The deadline to file the report is Dec. 5, 2023.

The National Labor Relations Board (NLRB) has adopted a new standard for determining whether an employer’s policy violates Section 7 of the National Labor Relations Act (NLRA). The NLRB began applying the standard immediately.

On Aug. 25, 2023, the U.S. Treasury Department and the Internal Revenue Service (IRS) issued Notice 2023-62, Guidance on Section 603 of the SECURE 2.0 Act with Respect to Catch-Up Contributions.

The Superior Court of California has delayed enforcement of the new California Consumer Privacy Act (CCPA) Regulations for one year. This means that the California Privacy Protection Agency (CPPA) cannot begin enforcement of the new regulations until March 29, 2024. The delay offers employers a slight reprieve, but time is ticking.  Click here for more details.

This notice is to clarify how  in Groff v. DeJoy, the U.S. Supreme Court has ruled that when establishing an undue hardship in the context of providing reasonable accommodations for employees’ religious beliefs and practices, employers must demonstrate substantial increased costs in relation to the operations of its business.

The U.S. Equal Employment Opportunity Commission (EEOC) has announced that it is tentatively scheduled to begin accepting EEO-1 reports for 2022 via its portal in the fall of 2023. Previously, the EEOC had expected to start the process in mid-July 2023.

The reason for the delay is that the EEOC is currently completing a mandatory, three-year renewal of the EEO-1 Component 1 data collection by the Office of Management and Budget (OMB).

• Viewing an employee’s LTPT Indicator in MyResource®
  • You can view an employee’s LTPT identifier by navigating to HR > Employee Custom Fields > Secure Act Retirement > Long-Term Part-Time
    • B = LTPT EE – Block ER Match
    • L = LTPT EE
  • If your company utilizes ADP® Retirement Services, the “Long-Term Part-Time Employee” status will automatically be updated.

  Note: If your company does not utilize ADP Retirement Services you must contact your ADP service team if you wish to exclude LTPT employees from receiving 401(k) match contributions, as existing match calculations will need to be updated to ensure this exclusion.

  Please contact your ADP® Service Representative if you wish to exclude LTPT employees from receiving 401(k) match contributions, as existing match calculations will need to be updated to ensure this exclusion.  

  Below please find the previous information sent on this topic with additional details added to the paragraph in red.