HR Compliance / Legislation Updates

How State Laws Affect Compliance in HR

Source: HR Service Inc.
Read Time: 7 Minutes

Most major employment law changes come at the state and local levels. These local employment laws have a strong effect on HR trends across the U.S.

As some states such as California and New York enact laws dealing with compliance in HR, other states will start to adopt the same laws to keep up with these trends. As more states enact these changes, federal regulations will be influenced. Understanding how these state laws affect trends in HR will help you prepare for changes moving forward... Keep Reading

WEBINAR

Qualifying Events and Special Enrollment Periods

Tuesday, April 9, 2024

2PM EST

Attend this month’s webinar to learn how the Internal Revenue Service (IRS) regulates employee benefit contribution levels and the timing of enrollment elections.

Gain insights into:

The irrevocable nature of plan elections
The tax-favored account enrollment changes allowed by the IRS
Avoiding discrimination in plan design and contributions

Be able to answer these questions:

What are the allowable benefits and employee classes in a Section 125 plan?
Can fringe benefits be part of a cafeteria plan?
How, when, and why does the IRS allow an employee to make midyear election changes?

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Question of the Week

Q: Do we need to pay summer interns?

A: Generally, yes, though it depends on who benefits most from their work.
The U.S. Department of Labor (DOL) has adopted the "primary beneficiary test" to determine whether a worker is an employee (who must be paid in accordance with federal wage and hour law) or can be classified as an unpaid intern (a non-employee who is exempt from federal wage and hour law). If the worker is the primary beneficiary of the arrangement—as opposed to the employer—they can be classified as an unpaid intern. If the employer is the primary beneficiary, the worker must be classified as an employee and must be paid minimum wage and overtime under the Fair Labor Standards Act.