By Christopher Brown, ProSential Group on
8/2/2016 8:49 AM
The Equal Employement Opportunity Commission (EEOC) has recently proposed a significant change to the annual Employer Informaiton Report (EEO-1). Under the proposal, employers subject to the reporting requirements, must begin reporting pay data as part of their annual EEO-1 report.
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By Christopher Brown, ProSential Group on
7/6/2016 11:53 AM
The Federal Civil Penalties Inflation Adjustment Act Improvements Act was passed by Congress in 2015 to maintain effectiveness of civil penalties enforced by the Department of Labor (DOL).
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By Christopher Brown, ProSential Group on
6/15/2016 3:18 AM
Recently, the Equal Employment Opportunity Commission (EEOC) released a new resource document that provides guidance on the rights of individuals with disabilities who need leave as a reasonable accommodation under the Americans with Disabilities Act of 1990 (ADA).
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By Christopher Brown, ProSential Group on
5/19/2016 4:03 PM
On May 18th, the Department of Labor (DOL) finalized the proposed change to the salary requirements that apply to exempt white-collar employees. Under the new rule, the minimum salary increases from the previous $455 a week to $913 a week. If an employer fails to provide this minimum salary to an otherwise exempt employee, the employee will no longer be considered exempt and thus be eligible for overtime compensation.
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By Christopher Brown, ProSential Group on
5/5/2016 7:13 AM
The Department of Labor, (DOL) has released an updated “Employee Rights Under the Family and Medical Leave Act” poster. The poster is required for all employers who are subject to the FMLA. The DOL has indicated that employers may continue to use the 2013 poster for the time being and has not indicated at what point the prior version will no longer meet the statutory requirements.
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By Christopher Brown, ProSential Group on
6/15/2015 10:15 AM
An important compliance deadline is quickly approaching. For companies that terminated their group health plan and enrolled their employees in individual policies, the IRS has made it clear that employers could not directly pay employee’s individual premiums or reimburse employees for their individual premiums. The IRS considers such an arrangement to be an Employer Payment Plan and will begin imposing substantial fines for such an arrangement beginning July 1st. To avoid such fines, a company can provide any remuneration to their employees upon plan termination, if done so in the form of a fixed taxable healthcare stipend that is not predicated on the purchase of health insurance.
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By Christopher Brown, ProSential Group on
5/27/2015 11:45 AM
True Oil, LLC and its associated companies are at the center of an EEOC lawsuit claiming pay discrimination under the Equal Pay Act of 1963. The lawsuit claims that True Oil and 9 of its sister companies are liable for gender discrimination because men were paid more for the same work as women in the firms’ common accounting department.
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