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  • Thank You!

    We were delighted to sponsor this year’s Nutcracker Tea Party at Midway Town Hall, supporting the incredible work of the Wasatch County Children’s Justice Center. Congratulations to everyone who made this wonderful event a success!

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  • Question of the Week

    Question:

    Should we include a pay range in our job postings even though we aren’t required to by law?

    Answer:

    We generally recommend including pay ranges in job postings even if it isn’t legally required. First, since the practice has become more common, more job seekers expect it, and many won’t apply for jobs that don’t include a pay range. By not including this information, you risk missing out on top talent. Second, sharing pay information upfront has the potential to save you time and money. You’re much less likely to have a candidate you’ve already spent a lot of time with reject your offer because the pay didn’t meet their expectations. You’re also less likely to get negotiated into a pay range that you can’t really afford or that would create pay equity issues in the organization.

    That said, sharing pay information in job postings will put a spotlight on your overall pay practices and any pay disparities. Your current employees could start asking questions about their own pay, especially if their pay falls below the range for comparable work. You and your managers should prepare to have these conversations and make necessary adjustments. You can learn more about pay transparency by visiting our chart that outlines the states and localities that require pay ranges to be posted.

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

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  • 2024 Year-end Checklist for Employee Benefit Plans

    As the end of 2024 approaches, there are a number of compliance tasks employers should ensure are completed for their employee benefit plans. This Compliance Overview includes a year-end compliance checklist for employee benefit plans.

    2024 Year-end Checklist for Employee Benefit Plans
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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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  • Question of the Week

    Question: 

    “We’ve just hired a remote employee who will be working in a different state. Do we need to make a new employee handbook?”

    Answer:

    “You probably don’t need a whole new employee handbook, but you’ll certainly want to review the one you currently have in light of the laws in the state where the remote employee is located.

    As you may know, you need to follow the laws in the state where the employee will be physically performing their work. States have a wide range of requirements regarding wages, breaks, leaves, and other employment matters, so it’s essential to learn about the requirements in the states where your remote employee will be working.”

    Read more: Link

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

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  • Question of the Week

    Question: 

    “How can we help our employees feel more comfortable providing feedback about their managers?”

    Answer:

    Employees are often uncomfortable providing feedback about their managers because they fear workplace tension or retaliation, they aren’t sure what to say, or they don’t believe anything will change. The following practices can help address these concerns:

    • Use a survey tool that will enable you to share results and feedback with managers anonymously. If you are unable to maintain anonymity by sharing the feedback directly with managers, have either the manager’s manager or someone outside of the department compile the feedback into themes to share.
    • Explain to employees how their anonymity is maintained. Insight into how the survey functions will help them feel more secure.

     

    Read more: Link

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

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  • [Upcoming Webinar] Discover Solutions to Today’s Top HR Challenges

    Tuesday, October 22, 2024
    10:00 AM PT | 1:00 PM ET

     

    Register Now: Link

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  • What Is a Midyear Qualifying Event?

    Navigating your employee benefits can sometimes feel overwhelming, especially when life throws changes your way. Fortunately, if you are under a cafeteria plan (also known as a Section 125 plan), your employer, who is limited under IRS rules, may allow you to adjust your benefits outside the annual open enrollment period. Employers don’t have to allow all midyear election changes, only those allowed under the Health Insurance Portability and Accountability Act (HIPAA) special enrollment rights. To maintain adequate coverage for you and your family, it’s important to understand midyear qualifying events and other considerations for midyear benefits alterations.

    Learn more:

    Midyear Qualifying Events
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  • 2025 Open Enrollment Checklist

    To prepare for open enrollment, employers should be aware of the legal changes affecting the design and administration of their health plans for plan years beginning on or after Jan. 1, 2025. This Compliance Overview includes an open enrollment checklist for the 2025 plan year.

    2025 Open Enrollment Checklist
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  • Question of the Week

    Question of the Week:

    “We have remote and on-site employees. Do we have to post hard copies of required labor posters in the workplace, or can we provide only electronic ones on our internal web page for all employees to see?”

    Answer: 

    As you have remote and on-site employees, we recommend doing both. In December 2020, the Department of Labor issued Field Assistance Bulletin 2020-07, which permits businesses to share the poster information electronically as a supplement to the requirement to post hard copies. Electronic posting is only allowed as a substitute for physical posters if the following conditions are met:

    1. All the employer’s employees exclusively work remotely;
    2. All employees customarily receive information from the employer via electronic means; and
    3. All employees always have readily available access to the electronic posting.

    Note that electronic posting of required labor posters must be as effective as on-site posting. They should be readily accessible without employees needing to ask for permission to view them or where to find them. We recommend sharing in a location where remote employees typically receive other legal notices and important information from your organization.

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

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