How Applicable Large Employers file Forms 1094-C and 1095-C for the 2025 reporting year. Covers the March 2 and March 31, 2026 deadlines, the post-2024 furnishing-on-request rule, the 2026 penalty amounts ($3,340 and $5,010 per employee), the new 90-day Letter 226-J response window, and the Line 14/16 coding errors that most often trigger IRS audits.
Seventeen states plus D.C. now require salary ranges in job postings, with thresholds and penalties that vary enough for one nationwide ad to violate three statutes. A field guide to the 2026 patchwork, the remote-posting traps, and how multi-state employers turn compliance into routine operating discipline.
On February 12, 2026, the FTC removed its 2024 non-compete ban from the Code of Federal Regulations, but pivoted to case-by-case Section 5 enforcement and consent orders against employers like Rollins. With California, Colorado, Illinois, Minnesota, and other states tightening their own rules, a single national non-compete template is now a compliance hazard. This guide maps the state landscape and lays out a five-step plan for employers.
Total exposure per misclassified worker now commonly lands between $15,000 and $100,000 once federal back taxes, FLSA back wages with liquidated damages, and state penalties stack. Here is what the 2024 DOL final rule changed, how the IRS and state ABC tests differ, and how Section 530 and the VCSP can cap retroactive liability.
A practical 2026 guide to the Work Opportunity Tax Credit (WOTC) for employers, covering the 10 target groups, credits up to $9,600 per qualified veteran hire, the 28-day Form 8850 deadline, and how to keep filing during the current congressional hiatus.
Learn the importance of calculating Full-Time Equivalent (FTE) for your business, a crucial metric that helps you understand your workforce capacity by converting employee hours into equivalent full-time workers.
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