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Category Archives: Uncategorized

  • Question of the Week: Do We Have to Honor a Notice Period?

    Question:
    If an employee puts in their notice, can we let them go that day instead of keeping them for the full notice period?

    Answer: 

    Generally, yes, you can let an employee go that same day unless there is a contract or agreement to the contrary. While you aren’t required to retain an employee or provide compensation during a resignation notice period if the employee doesn’t work, there are some things you should consider before telling the employee you don’t want them to work through their notice period.

    First, if you ask the employee to leave before the end of the notice period and don’t pay them for that time, the applicable state’s unemployment insurance department may consider this an involuntary termination. If you’re concerned about that, you can pay the employee through the full notice period but tell them they don’t need to come in to work.

    Second, ending their employment early could discourage others from giving notice. Other employees may not see the point of providing notice since it appears you’re not using that time for skills transfer or project completion. That could become an issue if an employee quitting without notice leaves you unable to deliver on an important project or you’re unexpectedly left without anyone who can do certain necessary tasks.

    This Q&A does not constitute legal advice and does not address state or local law.

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  • Upcoming Webinar: 5 Common HR Challenges

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  • Medicare Part D Disclosures due by March 1, 2025 for Calendar Year Plans

    Each year, employers whose health plans include prescription drug coverage must disclose to the Centers for Medicare & Medicaid Services (CMS) whether that coverage is creditable. Employers must complete an online disclosure with CMS within 60 days after the beginning of the plan year, or March 1, 2025, for calendar year plans. This Compliance Bulletin summarizes the Medicare Part D disclosure requirement with CMS.

    Medicare Part D Disclosures due by March 1, 2025 for Calendar Year Plans
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  • Question of the Week: What Should Be Included in an Attendance Policy?

    Question of the Week
    FEBRUARY 05, 2025
    QUESTION

    What should we include in an attendance policy?

    ANSWER

    Generally, an attendance policy should outline your attendance expectations, the procedures your employees should follow if they’re going to be late or absent, and the consequences when your policy isn’t followed.

    Your expectations should include how you define being on time and what you would consider being tardy or absent. This section of your policy might say something like, “You are expected to arrive at the workplace on time and ready to perform your job.”

    Read more: link

    This Q&A does not constitute legal advice and does not address state or local law.
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  • Important Dates

    • December 15:  Last day to enroll in or change plans for coverage to start January 1.
    • January 1:  Coverage starts for those who enroll in or change plans by December 15 and pay their first premium.
    • January 15:  Open Enrollment ends — last day to enroll in or change Marketplace health plans for the year. After this date, you can enroll in or change plans only if you qualify for a Special Enrollment Period.
    • February 1:  Coverage starts for those who enroll in or change plans December 16 through January 15 and pay their first premium.

    If you need assistance finding the right plan for you or your organization, we are here to help! Contact us today! Link

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  • Open Enrollment Starts Nov. 1st

    Here are some key dates for getting health insurance:

    • November 1:  Open Enrollment starts — first day you can enroll in, renew, or change health plans through the Marketplace for the coming year. Coverage can start as soon as January 1.
    • December 15:  Last day to enroll in or change plans for coverage to start January 1.
    • January 1:  Coverage starts for those who enroll in or change plans by December 15 and pay their first premium.
    • January 15:  Open Enrollment ends — last day to enroll in or change Marketplace health plans for the year. After this date, you can enroll in or change plans only if you qualify for a Special Enrollment Period.
    • February 1:  Coverage starts for those who enroll in or change plans December 16 through January 15 and pay their first premium.

    If you need assistance finding the right plan for you or your organization, we are here to help! Contact us today! Link

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  • How the DOL’s New Overtime Rule Could Impact Employee Benefits

    A U.S. Department of Labor final rule increases the salary thresholds used to determine whether executive, administrative, and professional employees are exempt from overtime pay under federal law. While the increased thresholds are likely to result in a significant number of employees who were previously exempt now qualifying for overtime pay, employers also need to consider how the increased thresholds may indirectly affect their benefit offerings. This Compliance Bulletin explains further.

    How the DOLs New Overtime Rule Could Impact Employee Benefits
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  • [Upcoming Webinar] 5 Common HR Challenges and How to Solve Them

    Whether you are part of an HR team at your organization, or one person juggling HR amongst your other responsibilities, Mineral solutions are here to help you save time and headaches tackling common HR and compliance challenges.

    Join Mineral experts, Renee Farrell, HR Expert, and Aurelia Bell, Associate Product Marketing Manager, for a high-powered session on how you can leverage your Mineral tools to navigate today’s workplace challenges.

    Register Now: Link

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  • OSHA Form 300A Electronic Submission Deadline is March 2

    Many Large and High-Risk Industry Employers Subject to the Requirement

    Employers are reminded that they may be required to electronically submit information from their 2018 OSHA Forms 300A to OSHA by March 2, 2019. By that date, the following establishments, if currently required to comply with OSHA’s recordkeeping requirements, must electronically submit this information through OSHA’s Injury Tracking Application (ITA):

    • Establishments with 250 or more employees in industries covered by OSHA’s recordkeeping requirements; and  
    • Establishments with 20-249 employees in certain high-risk industries

    Click here to access the ITA. 

    For more information, visit our Electronic Recordkeeping Requirementpage.

    To access your HR library, please visit www.HR360.com/login.

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  • IRS Releases New Income Tax Withholding Tables

    Tables Must be Used No Later Than Feb. 15

    The Internal Revenue Service (IRS) has released Notice 1036, Early Release Copies of the 2018 Percentage Method Tables for Income Tax Withholding. The notice updates the income-tax withholding tables for 2018, reflecting changes made by the Tax Cuts and Jobs Act. Highlights of the notice include the following:

    • Early release copies of the percentage method tables for income-tax withholding that will appear in Publication 15 (Circular E), Employer’s Tax Guide
    • Social Security and Medicare tax rates for 2018
    • Additional Medicare Tax withholding rates

    Employers should begin using the 2018 withholding tables as soon as possible, but not later than February 15, 2018. The new withholding tables are designed to work with the Forms W-4 that workers have already filed with their employers.

    To help taxpayers determine their withholding, the IRS is also revising the withholding tax calculator on IRS.gov. The agency anticipates this revised calculator to be available by the end of February. Taxpayers are encouraged to use the calculator to adjust their withholding once it is released.

    Click here to read IRS Notice 1036. An IRS press release is also available for review.

    For additional tax information, please visit our section on Employer Tax Laws.


    HR News Alerts provided by:

    Team Nash
    2005 E 2700 St, Suite 140, Salt Lake City, UT 84109
    385-234-6754

    Please Note: The information and materials herein are provided for general information purposes only and are not intended to constitute legal or other advice or opinions on any specific matters and are not intended to replace the advice of a qualified attorney, plan provider or other professional advisor. This information has been taken from sources which we believe to be reliable, but there is no guarantee as to its accuracy. In accordance with IRS Circular 230, this communication is not intended or written to be used, and cannot be used as or considered a ‘covered opinion’ or other written tax advice and should not be relied upon for any purpose other than its intended purpose.

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