A summary of compliance requirements that took effect recently or will take effect this month or next. For more information on these topics, please see this month’s edition of the ADP Insights & Solutions Newsletter or the Newsletter Archive. In addition, please note that there are a number of pay increases that will take effect as of December 31, 2018 or January 1, 2019 for both exempt and non-exempt employees. A detailed list of pay increases can be found in the Minimum Wage Update for Various Jurisdictions article in the December edition of the Insights & Solutions Newsletter.

In furtherance of a practice reinstituted earlier this year, the DOL’s Wage Hour Division (WHD) issued Opinion Letter FLSA 2018-25 which provides guidance to employers paying exempt employees on an hourly, daily, or shift basis by addressing the requirement in 29 C.F.R. Section 541.604(b) that a “reasonable relationship” exist between an exempt employee’s guaranteed amount and the amount actually earned.

As your compliance partner, ADP TotalSource will assist you with meeting two important year-end compliance deadlines: (1) ACA year-end filing; and (2) EEO reporting. Log into ADP TotalSource® to complete the steps necessary to comply with federal statutes and regulations.

Employers sometimes struggle with an increase in religion vs. work conflicts during the holiday season. To resolve these conflicts, often related to scheduling, employers may be required to provide reasonable accommodations pursuant to federal and/or state law. An accommodation is an exception to certain policies or a change in the work environment or the way work is typically done. To help you better understand your responsibilities, we dispel several myths about religious accommodations.