Federal Alerts

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.

Recently the Internal Revenue Service (IRS) released a Chief Counsel Memo confirming its long-standing position that all flexible spending account (FSA) expenses must be substantiated.

The Department of Homeland Security (DHS) is reminding employers that the temporary policy that allowed employers to inspect Form I-9 documents remotely in certain situations related to COVID-19 will end on July 31, 2023. DHS also announced that employers will have until August 30, 2023 to perform all required in-person/physical examinations of I-9 documents for those individuals who have only received a virtual examination.

The U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) has released a revised Voluntary Self-Identification of Disability Form (CC-305). Federal contractors must implement the new form by July 25, 2023.

We are reaching out to let you know that the Consumer Financial Protection Bureau (CFPB) has published an updated version of “A Summary of Your Rights Under the Fair Credit Reporting Act," a notice required to be provided by employers during the background screening process.

The effective date of the new version of the summary notice is April 19, 2023, but the CFPB is allowing employers until March 20, 2024, to start using the new version.

We are reaching out to let you know that the Consumer Financial Protection Bureau (CFPB) has published an updated version of “A Summary of Your Rights Under the Fair Credit Reporting Act," a notice required to be provided by employers during the background screening process.

The effective date of the new version of the summary notice is April 19, 2023, but the CFPB is allowing employers until March 20, 2024, to start using the new version.

We are reaching out to let you know that the Consumer Financial Protection Bureau (CFPB) has published an updated version of “A Summary of Your Rights Under the Fair Credit Reporting Act," a notice required to be provided by employers during the background screening process.

The effective date of the new version of the summary notice is April 19, 2023, but the CFPB is allowing employers until March 20, 2024, to start using the new version.