Whatever you're looking for, we've got it! Visions Human Resource Services, LLC offers a full spectrum of Human Resource consulting services, encompassing the entire employee life cycle and all organizational HR functions. Based on individual client needs, our services and solutions are designed to deliver day-to-day HR help, as well as long-term strategic advantage through improved HR management.
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Prevailing Wage and The 50-Mile Radius Provision: An Overview If you bid on or provide services for a public works project, you need to be aware of how prevailing wage and an amendment related to the hauling of aggregate supply construction materials (a.k.a. the 50-mile radius provision) may impact your business effective July 1.
Effective today…
??: NYS expands the rights of nursing workers in the workplace. Employers are now required to offer paid 30-minute breaks for milk expression. This initiative not only supports nursing workers but also strengthens families & businesses alike. Businesses, here's what you need to know to ensure you're compliant with the updated Expression Law, along with some tips to help you empower your employees with the tools they need to thrive while building a more supportive and inclusive workplace. This new law is a big win for workplace rights, protecting the essential right to lactation. If you're facing issues with expressing milk at work and suspect a labor law violation, contact us. We're here to help. Know your rights and help spread the word! Read the Release ?? https://lnkd.in/eaY-Y5vm
Remember… an employee doesn’t have to use the specific words, “I need an accomodation.” Employers have a responsibility to start an interactive dialogue even if an employee subtly says they’re struggling at work as a result of a medical issue. Need help navigating this process? Let us know.
Master of Workplace Schadenfreude | Employment/Labor Lawyer | Craft Beer Lawyer | Shareholder @ Wickens Herzer Panza
"I'm struggling and need some time to get back to normal. Working 53 hours my first week back is hard for me physically." That's what Mary Ellen Yannick, a bakery department manager at Kroger's, told Marli Schnepp, her store manager, within a week of Yannick's return from a four-month leave of absence following breast-cancer surgery. In response, and instead of discussing with Yannick a reasonable accommodation, Schnepp told her that "business was business." If she couldn't hack it, Schnepp told her, she'd have to step down. That's exactly what Yannick did, transferring to a lesser position at another store. She also sued. The 6th Circuit concluded that because Yanick had just returned from major surgery, her statements about "struggling" and the work being "hard for [her] physically" should have clued Kroger in that she needed an ADA accommodation. The court pointed out that employers should draw reasonable inferences from what employees say, considering the context and the situation. The court criticized Kroger for not asking Yanick for more details or medical documentation. Instead of brushing off her comments, Kroger should have started a conversation (the "interactive process") to figure out how to help her adjust, even though her doctor released her to return to work without restrictions. In the end, the Sixth Circuit sent employers a clear message — be attentive and proactive when employees hint that they need accommodation. "Magic words" aren't necessary to trigger an employer's reasonable accommodation obligations, and context matters very much.
Despite pending legal challenges, now is the time to revisit your employment policies and practices. If you need support doing this, let us know.
Today, the Federal Trade Commission issued a final rule to promote competition by banning #noncompetes nationwide, protecting the fundamental freedom of workers to change jobs, increasing innovation, and fostering new business formation. The final rule will become effective 120 days after publication in the Federal Register. Check out the fact sheet: https://lnkd.in/egVcR8Q5 Read the final rule: https://lnkd.in/e5NPjR_F Noncompete Clause Rule: A Guide for Businesses and Small Entity Compliance Guide: https://lnkd.in/dhYjPFm5 Estimated Increases in Total Annual and Average Worker Earnings by State: https://lnkd.in/gacCBAgu Learn more: https://lnkd.in/g-C3FUs5
Need help with training? We’ve got you covered.
Employers, the PWFA final rule is now available, with more information at the link. Remember to also train supervisors about the PWFA so they are prepared should they receive reasonable accommodation requests. https://lnkd.in/g37nsXfa #PWFA #Pregnancy
Want to learn more but don’t feel comfortable reaching out to the DOL? We’ve helped numerous companies navigate this helpful program. Let us know how we can help yours.
For decades, New Yorkers have been turning to Shared Work during tough times. If business slows down and you're at risk of losing your job, Shared Work may be the perfect solution for you and your employer. Learn more: https://lnkd.in/eBFKmZar
HR and accounting expertise under one roof? Yes indeed! Plus we have retirement plan administration and valuation services, too. See what RBT CPAs and affiliate companies can do for your business.
Tip Credit in New York: What You Need to Know As New York State increased its minimum wage for 2024, many wondered what was going to happen with the “tip credit.” The answer was announced at the end of December. Here’s a recap… To start with the basics, the Federal government sets minimum wage. Since New York sets a higher minimum wage, it takes precedence. In New York, the minimum wage increased/is increasing effective January 1, 2024, 2025, and 2026. At the same time, the hospitality industry will experience increases in tip credits.
We have amazing partners RBT CPAs! Should you have questions regarding your ACA filing requirements, reach out to your favorite expert. Tonia, Janet, and Kelly happen to be ours.
Are You Ready to E-file Benefit Information Returns? Starting January 1 of this year, e-filing requirements under the Taxpayer First Act take effect. Now, employers that file 10 or more returns?in total?during a calendar year must do so electronically. This includes Affordable Care Act (ACA) filings. Failing to comply can result in significant financial penalties. Under the ACA, Applicable Large Employers (ALEs) must report whether they offered affordable, minimum essential coverage to full-time employees. All employers that sponsor self-insured plans must also report months of coverage for enrolled individuals. IRS Forms 1094-C and 1095-C are used to file this information with the IRS; they must also be provided to employees.