15 tagged with "Workforce Management"
Manage workforce costs and labor accounting effectively
DOL Overtime Rule Reversal: What the $684 Salary Threshold Means for Small Employers
The DOL formally vacated the 2024 overtime rule on May 14, 2026, reverting the federal exempt salary threshold to $684/week ($35,568/year); small employers who reclassified staff in 2024 should re-check duties tests and state thresholds before undoing anything.
The FTC Abandoned Its Noncompete Ban — What Small Employers Need to Know in 2026
The FTC formally withdrew its nationwide noncompete ban from the Code of Federal Regulations on February 12, 2026, and pivoted to case-by-case Section 5 enforcement — its April 2026 order against Rollins, Inc. covered more than 18,000 employees — while state law, from outright bans in California and Minnesota to salary thresholds in Washington and Colorado, remains the primary source of risk for small employers.
DOL Tip Pooling, the 80/20 Vacatur, and FLSA Tip Credit Compliance in 2026
How the Fifth Circuit's vacatur of the 80/20/30 rule, the DOL's 2024 technical amendment, and an expanding state mini-tip-credit patchwork reshape FLSA tip pooling, dual jobs analysis, and Section 3(m) compliance for restaurants, bars, hotels, and salons in 2026.
OSHA's Proposed Heat Standard: A HIIPP Compliance Playbook for Construction, Restaurant, and Warehouse Employers
OSHA's proposed federal heat rule sets 80°F and 90°F triggers requiring water, shade, paid breaks, acclimatization, and a written HIIPP. Five state plans — California (Cal/OSHA 3395 and 3396), Washington, Oregon, Nevada, and Maryland — already enforce binding heat illness standards. Here's the compliance playbook construction, restaurant, warehouse, and delivery employers can build today under the General Duty Clause.
PEO vs CPEO vs ASO vs EOR: 2026 Small Business HR Outsourcing Guide
How small businesses should choose between a PEO, CPEO, ASO, or EOR—covering co-employment mechanics, the FICA wage base restart trap that doubles Social Security tax on a mid-year switch, joint-employer lawsuits under the FLSA and Title VII, and the contract terms to verify before signing.
FLSA Exempt vs. Non-Exempt in 2026: The $684 Salary Floor and the Three-Part Test
After the 2024 overtime rule was vacated, the FLSA white-collar salary threshold remains $684 per week ($35,568 per year) in 2026. This guide walks employers through the salary basis, salary level, and duties tests, the safe harbor under 29 CFR 541.603(d), state thresholds that override the federal floor, and the financial exposure of misclassification.
Form I-9 and E-Verify Compliance: ICE's March 2026 Fact Sheet and the New Penalty Math
ICE's March 16, 2026 fact sheet reclassifies common Form I-9 errors as substantive violations with no cure period. Paperwork penalties now run $288 to $2,861 per form, and a 500-employee company with a 40% error rate faces six-figure exposure. This guide covers the timing rules, retention windows, E-Verify mandates in eleven states, the alternative procedure for remote verification, and how to run a defensive self-audit.
Wage Garnishment for Employers: How to Process Withholding Orders Without Becoming Personally Liable
A payroll operations guide to wage garnishment: how to calculate disposable earnings under the CCPA, apply the correct caps for creditor, child support, IRS, and student loan orders, prioritize multiple orders on one paycheck, and keep records that hold up under audit.
ACA Forms 1094-C and 1095-C: The 2026 Compliance Playbook for Applicable Large Employers
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.
WARN Act 60-Day Notice Requirements: An Employer's Guide to Mass Layoffs, Plant Closings, and State Mini-WARN Laws
How the federal WARN Act triggers a 60-day notice clock at 100 employees, the three narrow exceptions, the back-pay and $500-per-day penalties, and the state mini-WARN laws (NY, NJ, CA) that quietly raise the bar to 90 days, 25 employees, or mandatory severance.
State-by-State Pay Transparency Laws in 2026: A Compliance Guide for Multi-State Employers
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.
FTC Non-Compete Rule Withdrawn: How Employers Should Adapt to the State-by-State Patchwork in 2026
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.