New Form W4 and Calculator

The IRS has released a new version of Form W-4 and an updated Withholding Calculator to help taxpayers check their 2018 tax withholding. Additionally, the IRS is encouraging taxpayers to use these tools to make sure they have the right amount of tax taken out of their paychecks.

You can find the new Withholding Calculator on our PPI website by selecting (1) Resources, and then, (2) Calculators.

RESOURCES: https://www.irs.gov/newsroom/updated-withholding-calculator-form-w-4-released-calculator-helps-taxpayers-review-withholding-following-new-tax-law

Common Wage & Hour Problems

California’s wage and hour laws are complicated and constantly changing. As a result, employers often find themselves running afoul of one (or more) of these laws and facing potential liability.
To mitigate your risk of a wage claim, we recommend that employers regularly audit their wage and hour practices to ensure compliance with California law. When conducting this audit, make sure you have a clear understanding of the following common problems relating to compensating non-exempt employees:
Overtime And Double Time For Non-Exempt (Hourly Paid) Employees

California employers must pay overtime (1.5 times the employee’s regular rate of pay) to non-exempt employees as follows:
- For all hours worked over eight hours in a workday or 40 hours a week
- The first 8 hours worked on the 7^th consecutive day of work in a workweek

California employers must pay double time (2 times the employee’s regular rate of pay) to non-exempt employees as follows:
- For hours worked over 12 hours in any workday
- For hours worked over 8 hours on the 7^th consecutive day of work in a workweek

EEO-1 Survey due by March 31, 2018

ATTENTION EMPLOYERS – the Equal Employment Opportunity Commission recently announced that the 2017 EEO-1 survey is now available on the EEOC website. For those employers who are required to complete this form, the completed form must be submitted no later than March 31, 2018.
Who is required to complete the EEO-1 Survey?
All companies that meet the following criteria are required to file the EEO-1 report annually:

Companies who are subject to Title VII of the Civil Rights Act of 1964 and who employ 100 or more employees; or
Companies who are subject to Title VII of the Civil Rights Act of 1964 and who employ less than 100 employees if the company is owned by or corporately affiliated with another company and the entire enterprise employs a total of 100 or more employees; or
Federal government prime contractors or first-tier subcontractors who are subject to Executive Order 11246 and who employ 50 or more employees and who is a prime contractor first-tier subcontract amounting to $50,000 or more.

Are companies required to provide compensation data relating to their employees?
In late August 2017, the Office of Management and Budget stayed the pay data collection requirement for the 2017 EEO-1 report. As a result, employers are not required to provide pay information on the 2017 EEO-1 form.

What do companies need to do to complete the 2017 EEO-1 Report?
To complete the report, employers must collect a snapshot of their employment data on a date of the employer’s choice ranging from October 1 to December 31, 2017.

RESOURCE: http://blog.eplaceinc.com/epl/archives/4503

HR Help by PPI Monthly Newsletter

PPI Business Services is excited to provide you with this Monthly Employment Las Update Newsletter to bolster your existing Human Resource knowledge base, update infrastructure, and update Federal and State laws. HR Newsletter March, 2018

Upgrade Your Sexual Harassment Policy With These Four Pointers

With recent the increased focus on sexual harassment, it is a good idea for employers to review their sexual harassment policies and consider making some updates to help emphasize to your employees the importance of eliminating workplace harassment (including, but not limited to sexual harassment).

Expand The Scope Of The Policy To Eliminate All Workplace Harassment
Title VII and related state laws prohibit harassment based on any protected characteristic – not just sexual harassment. While you want to make it clear to your employees that sexual harassment is strictly prohibited, revise your policy to clarify that all forms of workplace harassment are prohibited.

Tailor The Policy Language To The Audience
Remember who is reading (and who needs to understand) this policy – your employees. A policy that is written entirely in “legalese” will likely not be understood by the majority of your workforce and, as such, will not provide your employees with adequate notice relating to what type of conduct is not permitted.
While you definitely want to clearly define the types of sexual harassment (quid pro quo sexual harassment and hostile work environment harassment), you should also include examples of the types of conduct that is unacceptable (and constitutes sexual harassment) so that employees can easily understand what type of conduct will not be tolerated.
Clarify the Scope of Prohibited Conduct
Sexual harassment can come in many forms (verbal, physical, visual) and can, at times involve 3^rd parties (i.e. nonemployees). When drafting your sexual harassment policy, you want to make sure of the following:

Make it clear that your policy extends to conduct by both employees and nonemployees. Employees should be prohibited from engaging in harassing behavior towards a 3^rd party (like a vendor or customer). In addition, employees should be directed to report any third-party harassment (e.g. where an employee is being harassed by a vendor) to the company
Make it clear that the policy covers all types of harassment – not only verbal, physical, and visual, but also harassing text messages, emails, social media posts, tweets, etc.

Include the Complaint Reporting Procedure
All workplace harassment policies should include the company’s complaint reporting procedure and an assurance that employees will not be retaliated against for bringing a harassment complaint to the company’s attention.

REFERENCE: http://blog.eplaceinc.com/epl/archives/4509

Did You Know!

Did you know PPI offers a variety of additional Business Services from HR Advisors to Communication Dynamics seminars? We want you to find, keep, empower, and retain your employees! Check out our Marketplace for more information. http://www.ppibusinessservices.com/marketplace/

PPI Refresher Classes Are Here!

Enjoy free online classes each week to hone your existing skills, and to learn useful tips that can make your workforce management process easier. These 1-hour refresher classes are held weekly: Tuesdays at 1:00 PM (Pacific).

Class sizes are limited, so be sure to call 888.380.1869 to register with your Customer Service Representative!

Take Control of Your Reports!

View your data the way you want to see it. We are offering a 1-hour class , held on the last Tuesday of the month at 10am (Pacific). Learn how to change your view of your Workforce Management data. Report Writer is a simple tool that can positively impact your processes. Once you pick up a few tips in class, it is even easier and more useful!