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If you are an Applicable Large Employer (ALE)*, your business could be in jeopardy of facing significant financial IRS assessments if you have not reviewed and approved your Affordable Care Act (ACA) forms in ADP Health Compliance for the 2021 reporting year. If you do not take action to review and approve your filing in ADP Health Compliance, your Forms 1095-C may not be distributed to your full-time employees prior to the IRS deadline. As a result, your business may be subject to financial IRS assessments. Your ACA filing must be approved by January 20, 2022 or your company may face IRS assessments for failure to furnish the filing on time.

If you are an Applicable Large Employer (ALE)*, your business could be in jeopardy of facing significant financial IRS assessments if you have not reviewed and acknowledged your Affordable Care Act (ACA) forms for the 2021 reporting year. If you do not take action to review and acknowledge your filing in the ACA Reporting Tool (ART), your Forms 1095-C may not be distributed to your full-time employees prior to the IRS deadline. As a result, your business may be subject to IRS assessments. Your ACA filing must be approved by January 20, 2022, or your company may face IRS assessments for failure to furnish the filing on time.

Over the past several years, we have enjoyed being able to support your EEO-1 Component 1 report filing. As of 2022, the Equal Employment Opportunity Commission (EEOC) has requested that PEOs have clients submit individual 2021 EEO-1 Component 1 reports themselves and each year after.  Thus, as a PEO, we will no longer be filing an aggregate EEO-1 Component 1 Report on your behalf to the EEOC.  ADP TotalSource will provide support, tools and assist with regulatory standards to ensure you can successfully generate, upload, and certify the EEO-1 report moving forward.

Over the past several years, we have enjoyed being able to support your EEO-1 Component 1 report filing. As of 2022, the Equal Employment Opportunity Commission (EEOC) has requested that PEOs have clients submit individual 2021 EEO-1 Component 1 reports themselves and each year after.  Thus, as a PEO, we will no longer be filing an aggregate EEO-1 Component 1 Report on your behalf to the EEOC.  ADP TotalSource will provide support, tools and assist with regulatory standards to ensure you can successfully generate, upload, and certify the EEO-1 report moving forward.

If not properly drafted, certain policies in your handbook could violate federal, state, and local laws or run counter to best practices. Here are six policies that are potentially problematic along with guidelines to consider instead.

If not properly drafted, certain policies in your handbook could violate federal, state, and local laws or run counter to best practices. Here are six policies that are potentially problematic along with guidelines to consider instead.

If not properly drafted, certain policies in your handbook could violate federal, state, and local laws or run counter to best practices. Here are six policies that are potentially problematic along with guidelines to consider instead.

If not properly drafted, certain policies in your handbook could violate federal, state, and local laws or run counter to best practices. Here are six policies that are potentially problematic along with guidelines to consider instead.

The proposed regulation, if finalized, would generally be effective beginning in 2022, but the IRS stated that entities may rely on the regulations now for the 2021 reporting submissions.

The U.S. Department of Labor (DOL) has issued a final rule establishing limits on the amount of time tipped employees can spend performing work that isn’t “tip-producing work” and still be paid at the reduced cash wage for tipped employees under the Fair Labor Standards Act (FLSA). The final rule becomes effective on December 28, 2021.