Bulletins

Private employers with 100 or more employees and federal contractors with 50 or more employees are required to file an annual report with the Equal Employment Opportunity Commission (EEOC) detailing workforce demographic data. The deadline for 2022 EEO-1 Component 1 data is December 5, 2023....

Employers have an annual obligation to issue a creditable or non-creditable coverage notice to all plan participants who are Medicare-eligible, including dependents and retirees. The notice, due by October 15, informs Medicare-eligible participants whether their prescription drug coverage is at...

A proposed Department of Labor (DOL) rule would make overtime pay available to exempt employees whose salary is less than $55,068. Currently, white-collar employees whose duties qualify for an exemption from overtime under the Fair Labor Standards Act (FLSA) need only be paid $35,568.

The Equal Employment Opportunity Commission (EEOC) released an updated Know Your Rights: Workplace Discrimination is Illegal poster this past week. 

The collection period for the newly required EEO-1 pay data, also called Component 2, has been extended until January 31, 2020. If employers missed the original deadline of September 30, 2019, they should still work to submit company pay data.

A DOL opinion letter clarifies that employers must designate FMLA leave once they learn that an absence qualifies for protection under the law. The opinion letter makes clear that neither the employer or employee may decline FMLA protection by substituting paid-time-off benefits or other leave...

The Social Security Administration announced that the 2020 maximum earnings subject to the Social Security payroll tax will increase to $137,700. Currently, workers are required to pay Social Security taxes on the first $132,900 of earnings. The increase takes effect January 1, 2020.

Beginning October 31, 2019, employers in Kansas City, Missouri, will be prohibited from requesting salary history information from job applicants. This change is an attempt to address pay inequalities in the workplace. The ban is applicable to employers with six or more employees.