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On December 11^th, the U.S. Food and Drug Administration issued the first emergency use authorization for the COVID-19 vaccine.   As employers decide their path forward, there are many considerations that should be taken into account such as medical and religious accommodations, workplace safety, employee morale and more.

On December 11^th, the U.S. Food and Drug Administration issued the first emergency use authorization for the COVID-19 vaccine.   As employers decide their path forward, there are many considerations that should be taken into account such as medical and religious accommodations, workplace safety, employee morale and more.

On December 11^th, the U.S. Food and Drug Administration issued the first emergency use authorization for the COVID-19 vaccine.   As employers decide their path forward, there are many considerations that should be taken into account such as medical and religious accommodations, workplace safety, employee morale and more.

On December 11^th, the U.S. Food and Drug Administration issued the first emergency use authorization for the COVID-19 vaccine.   Before employers decide whether to vaccinate or not, there are many considerations that should be taken into account such as medical and religious accommodations, workplace safety, employee morale, and more. 

ADP would like to remind you that Christmas Day, Friday December 25, 2020 is a bank holiday. The Federal Reserve will be closed as will ADP’s offices.

The District of Columbia has enacted emergency legislation (B23-980) that requires employers to adopt certain worker protection policies and prohibits employers from retaliating against employees for certain COVID-19 related reasons.

ADP Resource would like to remind you that Christmas Day, Friday, Dec. 25, 2020 & New Year’s Day, Jan. 1, 2021 is a bank holiday. The Federal Reserve will be closed as will ADP’s offices.  Please see the following Christmas Day & New Year’s Day Banking Guidelines for Payrolls with Pay Dates on or around December 25^th, 2020 or January 1^st, 2021.

Many employees are working remotely due to the COVID-19 pandemic and government orders restricting travel and normal workplace operations. Because remote employees aren't clocking in and out at the employer's physical premises, it's increasingly important for employers to ensure that their timekeeping and pay practices comply with federal, state, and local requirements.

The U.S. Department of Labor (DOL) has recently published guidance (Field Assistance Bulletin 2020-5) that addresses federal rules for paying remote workers. While the guidance doesn't carry the same weight as a regulation or law, it demonstrates how the DOL intends to enforce federal wage and hour requirements. Below are four key takeaways from the guidance.

Many employees are working remotely due to the COVID-19 pandemic and government orders restricting travel and normal workplace operations. Because remote employees aren't clocking in and out at the employer's physical premises, it's increasingly important for employers to ensure that their timekeeping and pay practices comply with federal, state, and local requirements.

The U.S. Department of Labor (DOL) has recently published guidance (Field Assistance Bulletin 2020-5) that addresses federal rules for paying remote workers. While the guidance doesn't carry the same weight as a regulation or law, it demonstrates how the DOL intends to enforce federal wage and hour requirements. Below are four key takeaways from the guidance.

Many employees are working remotely due to the COVID-19 pandemic and government orders restricting travel and normal workplace operations. Because remote employees aren't clocking in and out at the employer's physical premises, it's increasingly important for employers to ensure that their timekeeping and pay practices comply with federal, state, and local requirements.

The U.S. Department of Labor (DOL) has recently published guidance (Field Assistance Bulletin 2020-5) that addresses federal rules for paying remote workers. While the guidance doesn't carry the same weight as a regulation or law, it demonstrates how the DOL intends to enforce federal wage and hour requirements. Below are four key takeaways from the guidance.