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Year-End ACA Reporting

Can you believe year end is almost here? I know - time sure flies when you are having fun. There are many tasks that come with year-end wrap-up, and fortunately iSolved has the ability to help you with most of those tasks. One of these tasks is ACA reporting: After a few setup items, iSolved is able to populate your 1094s and 1095s - and we can then handle the printing and filing for you. You are required to report if you are an applicable large employer (ALE). What is an ALE? According to the IRS, an ALE is a company who "has at least 50 full-time employees, including full-time equivalent employees, on average during the prior year.” Essentially, if you had an average of 50 fu

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Four Keys to Improving Your Culture

In the previous articles of the series on workplace culture, we showed you how to identify and evaluate your culture by examining the rules that govern behavior, the traditions that facilitate interactions, and people you employ. We turn now to the final topic in this series: how to improve your culture. There’s no easy formula to fixing all cultural problems because each workplace is unique. The rules and traditions that lead one team to success might bring a different team to ruin. Some teams will thrive in a highly centralized environment, while others will reach new heights through delegated decision-making. Much depends on individual situations and circumstances. Nevertheless, succ

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How to Identify Your Culture (part 2 of 4)

This article is Part 2 of our series on workplace culture. In the first installment, we explained that every organization has a culture, and every culture has three components—the organization’s rules, traditions, and personalities. In this second article of the series, we’ll show you how to identify the culture that you have so you’re able to assess whether it’s the culture that you want. Identify Your Rules and Traditions To identify your culture, examine your rules and traditions, and note what kinds of behaviors, interactions, and relations they result in. For example, if you have a dress code, what effect does it have on the workplace? Do your onboarding procedures caus

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Why Courts, States, and Employers Are Focusing on Pay Equity

The federal Equal Pay Act went into effect in 1963, but it hasn’t brought an end to pay disparities between men and women. Neither have state laws with the same objective. Long story short: the laws weren’t strong enough, and they didn’t account for all the causes of unequal pay. In many cases, it has been possible for an employer to comply with these laws while still giving unequal pay for equal work. Often, it’s not that employers have deliberately chosen to pay women less than men for the same jobs. In many cases, the basis for pay differentials has seemed sensible, such as salary history. But it turns out that basing pay on salary history perpetuates discrimination over an emp

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9th Circuit Rules Salary History Not an Acceptable Reason for Pay Discrepancies

The 9th Circuit Court of Appeals ruled Monday that salary history is not an acceptable reason for pay differences under the Equal Pay Act (EPA), even when used in conjunction with other factors. The EPA first became law in 1963 and prohibits the payment of different wages to men and women who do work that requires equal skill, effort, and responsibility under similar working conditions. The new reading of the law impacts employers in Alaska, Washington, Montana, Idaho, Oregon, California, Nevada, and Arizona, but since Circuit Courts often rely on one another’s rulings, it’s very possible that the impact of this decision will spread. As written, the EPA allows for pay discrepancies

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Are you an Applicable Large Employer (ALE)? How iSolved can help you determine your ALE status.

Is your company going through change? Are you growing? Have you acquired new businesses or have been acquired? All these scenarios can change your ALE status, thus dictating whether you're required to offer medical coverage and do ACA reporting.  As a starting point, let us define an Applicable Large Employer (ALE). An ALE according to the IRS is a company who "has at least 50 full-time employees, including full-time equivalent employees, on average during the prior year, the employer is an ALE for the current calendar year, and is therefore subject to the employer shared responsibility provisions and the employer information reporting provisions.” Essentially, every year you sho

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Did You Know?

In order to be exempt from overtime, your managers need to do more than have “Manager” in their job title. In fact, the act of managing alone is not even enough. When classifying a manager as an exempt employee, you’re usually using what’s called the White Collar Executive Exemption under the Fair Labor Standards Act. To use this classification correctly, you must ensure that your employee passes all three parts of the following duties test: Their primary duty is the management of the enterprise or a customarily recognized department or subdivision; and They customarily and regularly direct the work of two or more full-time employees or equivalent (e.g., two 40-hour per week

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Why Paid Sick Leave Is Becoming More Popular

We’ve all seen it—one of our employees has a bad cold, maybe even the flu, but they come to work anyway. In some cases, the employee has the option of taking time off, and you’d prefer they do so, but still they show up, putting everyone in the workplace at risk. The reasons vary. Sometimes the employee can’t afford the reduced hours. Sometimes they can take the financial hit, but they’re worried about falling behind on their projects, missing an important meeting, or looking bad next to their co-workers who never seem to take a day off. Some employers encourage sick employees to stay home and rest. To that end, they offer paid sick or personal time so that employees who already

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FLSA Amended to Allow Tip Pooling if No Tip Credit is Taken

The rules around tip pooling have been mired in litigation since 2011, when regulations came into effect that forbid tip pooling between employees who customarily receive tips and those who do not. The recently passed federal budget bill has created clarity by amending the Fair Labor Standards Act (FLSA) and eliminating that rule for employers who do not take a tip credit. Since the rule has been eliminated entirely, court decisions interpreting it—such as Oregon Restaurant and Lodging Association, et al v. the U.S. Department of Labor—are irrelevant. The amended portion of the FLSA, while allowing for tip pooling between front and back of house employees if no tip credit is taken, cl

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Challenges Companies Face in the Hiring Process

According to a recent study by Glassdoor.com, the time required for the hiring process in the U.S. and abroad has grown exponentially in recent years, averaging almost 23 days from first contact to offer acceptance. Employers and HR departments are struggling, now more than ever, to find and acquire great talent to complement their teams. Let’s take a look at a few common road blocks in the hiring process. Sourcing Talent The job market is overflowing with talented, skilled workers seeking a career path. So why does it seem like there is never enough talent to go around? The answer lies in the processes by which HR departments seek and source candidates. Hiring Strategy: Many

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