RKL’s Workforce Strategies team is here to help you navigate the complexities of today's HR environment with the updates, reminders and insights you need to maximize your most important asset — your people. We value your feedback, so let us know what you think of this newsletter!
Bracing for I-9 Audits: What Businesses Need to Know in the Trump Era
With the Trump administration intensifying its focus on work authorization enforcement, businesses are bracing for a potential surge in Form I-9 audits. The increased scrutiny on I-9 compliance has prompted a wave of clients to seek legal assistance, often conducting thorough internal audits to prepare for potential worksite visits Learn more today.
Schedule a meeting with our HR Advisors to discuss these changes and the potential impact on your business. Our team can audit your I-9 records and ensure compliance with the new regulations.
Update on ACA Reporting Requirements
As a reminder, the Paperwork Burden Reduction Act and the Employer Reporting Improvement Act signed by President Biden in 2024 require employers to provide 1095-B/1095-C forms only upon request. If requested, employers must supply these forms within 30 days or by January 31, whichever is later.
Navigating the 2025 Pay Transparency Laws for Multistate Employers
As we step into 2025, it's critical for multistate employers to grasp the new pay transparency laws taking effect in several states. These laws, now in force or soon to be implemented in Illinois, Minnesota, New Jersey, Vermont, and Massachusetts, mandate employers to disclose salary ranges in their job postings. Read more to stay ahead of these changes and maintain your business's legal integrity and understand the necessary steps for ensuring compliance.
Court Order Resets Minimum Salary Level for Overtime Exemptions
The U.S. District Court of the Eastern District of Texas has invalidated the Department of Labor's final rule, which planned to increase the minimum salary level for overtime exemption under the Fair Labor Standards Act. The order, effective immediately, reverts the minimum salary level to $35,568, relieving employers of the need to comply with the final rule. The court argued that the rule's high salary increases exceeded the Department of Labor's authority.
The IRS has announced adjustments to the 401(k) retirement plan contribution limits for 2025. The maximum limit for elective deferrals has been increased from $23,000 to $23,500. In addition, the total maximum contribution, which includes employer and employee contributions, has been raised from $69,000 to $70,000. These changes took effect on January 1, 2025. It is essential for HR and payroll professionals to promptly update their systems in accordance with these new limits and ensure employee communications reflect these changes.
Return to work requirement on your mind?
More employers are weighing the costs and benefits of requiring their employee to return to the office full time with the major concern being the impact to recruiting and retention efforts. Here are some benefits you might want to consider to mitigate the potential drawbacks: commuter stipends, relocation benefits, flexible working hours, and childcare support. Employers considering a return to work policy should also be sure to button up their ADA process as they may see an uptick in reasonable accommodation requests from employees with potential qualifying reasons to stay working from home.
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