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Helping your company comply with Occupational Safety and Health Administration’s (OSHA) regulations is one of the key benefits of ADP TotalSource®. If your company is not partially exempt (either by industry, size, or both) from OSHA recordkeeping requirements, ADP will help you fulfill this responsibility by providing your company with its preliminary 300 Log of Work-Related Injuries and Illnesses and 300A Summary of Work-Related Injuries and Illnesses at the end of January each year. 

December activities

For detailed information about these year-end tasks, visit and bookmark the ADP TotalSource Year-End & Quarter Close Guide.

Our Year End Webinars have completed, but if you missed them, you can refer to the session recording: ADP YE Readiness Webinar
Recording password: YearEnd24

Many employers consider being socially responsible as not only the right thing to do, but also as a way to help attract applicants, foster greater engagement and satisfaction among employees, promote teamwork, and generate good will in the community. 

It is almost time for the Massachusetts Health Insurance Responsibility Disclosure (HIRD) filing. Massachusetts law requires employers to file a HIRD form on an annual basis containing information about employer sponsored insurance.

We just have a couple of months left till the end of the year, so it’s important for  you to know the detailed information about these Year-End tasks, visit and bookmark the ADP TotalSource Year-End & Quarter Close Guide.

Wow! It is almost that time again! Your 2024 ACA Reporting will be ready to review in December. We are reaching out remind you to review your ACA Compliance Dashboard.

The federal Fair Labor Standards Act (FLSA) requires employers to compensate non-exempt employees at least the minimum wage for each hour worked and pay them overtime (at 1.5 times the employee’s regular rate of pay) whenever they work more than 40 hours in a workweek. The amount employees should receive in pay cannot be determined accurately without knowing the number of hours worked. This can be especially tricky when the employee has waiting time or on-call time during the workweek. To help you navigate these situations, here’s a summary of the federal rules and guidance.