Employee classifications

In a 2015 Executive Order, President Obama directed the DOL to issue regulations requiring federal contractors to provide paid sick leave to their employees. The DOL issued a final rule on Sept. 29.

True engagement is hard to find, but creating and growing an office culture is key to boosting business and employee satisfaction.

True engagement is hard to find, but creating and growing an office culture is key to boosting business and employee satisfaction.

The rejection of a $100 million settlement with drivers comes with plenty of silver linings for Uber Technologies Inc. The gray cloud for the ride-hailing company is that a dozen or so lawsuits that would have been silenced may now roll back in.

This EEOC officially opened its EEO-1 survey process for 2016, requiring employers who meet qualifying thresholds to provide certain data about their workforces.

Many companies will have to conduct cost-benefit analyses in light of the new rules and determine whether or not they will need to reclassify some employees, which could potentially affect their benefits.

The company’s settlement with drivers in California and Massachusetts serves as a wake-up call to employers that they need to pay attention to how they classify workers.

When it comes to career management benefits, there’s a disconnect between what workers want and what employers are providing, according to Mercer research.

With another tax season come and gone, companies should weigh their options when expanding the workforce in Q2.

From the ACA to employee classification, advisers can help small employers with a number of pressing regulatory issues.

From the Affordable Care Act to employee classification, there is a multitude of evolving regulations posing challenges for small business owners this tax season.

With dozens of state and federal agencies enforcing hundreds of employment and benefits-related laws, advisers can help new employers avoid common administrative missteps.

With dozens of state and federal agencies enforcing hundreds of employment and benefits-related laws, the administrative burden of running a company can be overwhelming.

Employers filing taxes must be diligent when classifying independent contractor and employees.

Businesses that share employees or use contractors may become legally responsible for wage and hour violations committed by another employer. Employers that utilize alternative employment arrangements need to be mindful of these rules to avoid facing liability for another entity’s mistakes.