Parasol’s Post

Are you doing your own payroll? I'm a firm believer that no business owner should be doing their own bookkeeping, let alone running their payroll. Managing payroll is a critical aspect of running a business when you're building a team, but it can also be one of the most complex and time-consuming tasks. Many businesses, both large and small, choose to outsource their payroll function, giving them peace of mind that they are compliant and their employees will be paid correctly and on time. If you're looking to outsource your payroll function we'd love to hear from you >>>book a call https://lnkd.in/eRv7NYv9

Are you doing your own payroll? I'm a firm believer that no business owner should be doing their own bookkeeping, let alone running their payroll. Managing payroll is a critical aspect of running a business when you're building a team, but it can also be one of the most complex and time-consuming tasks. Many businesses, both large and small, choose to outsource their payroll function, giving them peace of mind that they are compliant and their employees will be paid correctly and on time. If you're looking to outsource your payroll function we'd love to hear from you >>>book a call https://lnkd.in/eV2dH6RU

New Post: Keeping Up with Federal Employment Law Regulations - https://lnkd.in/gbZ__pu8 - Federal regulations are intended to be an interpretation by administrative agencies of laws enacted by Congress. To say that regulations are out of control is an understatement. According to the 2023 Ten Thousand Commandments report, in the previous year, Congress enacted 247 laws, while agencies issued 3,168 rules. For small businesses that must comply with many of these rules, the regulatory burden is onerous, to say the least. And this doesn’t even take into account regulations at the state and local levels, which also affect small businesses. Here are some recent regulatory developments to note. DoL’s independent contractor rule In January 2024, the U.S. Department of Labor (DoL) issued a final rule that rescinded a rule on independent contractor status that was in effect since 2021 and replaced it with a new rule. The new rule uses a 6-factor test for the purpose of determining whether a worker is an employee (and not an independent contractor) subject to federal minimum wage and overtime pay rules. The rule took effect on March 11, 2024. Some things to keep in mind: The DoL rule does not apply for purposes of federal employment taxes. There are state-level rules used to determine worker classification according to state wage and hour laws. There are a number of lawsuits challenging the DoL’s independent contractor rule. There’s a small entity compliance guide on the new rule. NLRB’s joint-employer status rule The National Labor Relations Board (NLRB) implements rules that relate to workers to enable them to form and operate unions. One rule (“final rule”), which had been set to take effect on March 11, 2024, is a new joint-employer rule that requires a joint employer to collectively bargain with employees. A federal district court enjoined the NLRB’s joint employer final rule from taking effect. Under this rule, an entity would be considered a joint employer of another employer’s employees if the two share or codetermine the employees’ essential terms and conditions of employment. Some things to keep in mind: The NLRB may appeal the decision and things could change in a higher court. In the absence of the final rule that’s been vacated by the district court, the old standard (“2020 rule”) applies. The 2020 rule requires a “substantial direct and immediate control” over the essential terms and conditions of employment to exist for joint-employer status (i.e., it’s more difficult to find joint-employer status under the old rule). IRS’s voluntary program for ERC During the pandemic, employers may have been able to claim the employee retention credit (ERC) to help them pay wages during closures and business downturns. However, some promoters “sold” the notion that every small business could qualify for the credit and submit refund claims for it. Of course, this was untrue. The cr

isolved's PEO year-end checklist will help optimize your operations and set the stage for success in 2024. It's never too early to set a plan in place for your organization to drive efficiency and automation. Find out how more than 200 PEOs and ASO's leverage the isolved PeopleCloud to empower their clients, employees and staff to deliver exceptional experiences and outcomes. Let me show you how to future-proof your business and bring best in class technology and services to smoke the competition.

In today's fast-paced business world, overlooking the importance of efficient payroll processes can spell disaster for your organization. From compliance issues to employee dissatisfaction, the repercussions of inadequate payroll management can be significant. Here's why: ☑️ Compliance Risks ☑️ Wasted Time & Resources ☑️ Employee Dissatisfaction ☑️ Inaccurate Payments ☑️ Financial Instability Don't let poor payroll practices hold your business back. Contact BBSI today at https://bbsi.cc/49fKtTo to learn how we can revolutionize your payroll processes and propel your business to new heights. #BBSIPayroll #BBSI #PayrollManagement #BusinessSuccess #ComplianceExpertise #EmployeeSatisfaction #FinancialStability #WorkplaceEfficiency #FutureGrowth

When you're looking to hire top talent it can often mean looking beyond your borders and thinking about going global, but setting up a local entity in every country you want to hire from can be a legislative nightmare. Our global payroll solutions can help you handle payroll processing for your international workforce without the need for a local entity. This saves you time, money and a whole lot of paperwork, allowing you to focus on what matters most - building a world-class team ✅ To learn more about how we can help simplify the global hiring process for you, get in touch! #globalhiring #payrollmadeeasy #recruitfromanywhere

Negotiating a raise means highlighting your accomplishments, knowing your market value, and structuring the right proposal. Here’s how you can get started.

Title: The Complex Dynamics of Union Negotiations: Understanding the Potential Absence of a Collective Bargaining Agreement Union negotiations, while intended to foster collaboration and address the interests of both parties, may not always culminate in the establishment of a Collective Bargaining Agreement (CBA). Various factors contribute to the complexities of these negotiations, leading to situations where a mutually agreed-upon contract remains elusive. 1. Divergent Interests: Unions and employers often have distinct and sometimes conflicting interests. The negotiation process becomes intricate when finding common ground proves challenging. Divergent priorities, ranging from wages and benefits to working conditions, can hinder the formation of a comprehensive agreement. 2. Power Imbalance: Disparities in bargaining power between unions and employers can impact the negotiation dynamics. If one party perceives a significant advantage, it might resist concessions or compromises, making it difficult to reach an agreement that satisfies both sides. 3. Economic Uncertainties: Economic factors, including market fluctuations and unforeseen crises, can introduce uncertainties during negotiations. Economic instability may prompt employers to be more cautious with commitments, leading to prolonged discussions or an ultimate failure to solidify a CBA. 4. Legal and Regulatory Hurdles: Compliance with labor laws and regulations adds another layer of complexity to negotiations. Navigating through legal requirements may slow down the process, and disagreements on legal interpretations can impede the formation of a binding agreement. 5. Internal Union Dynamics: Internal dynamics within the union itself, including diverse member opinions and leadership challenges, can impact the negotiation process. Achieving consensus among union members may prove challenging, hindering the union’s ability to present a unified front during negotiations. 6. External Pressures: External influences, such as public opinion, political climates, or industry standards, can exert pressure on both parties. Adhering to external expectations may create additional challenges in finding common ground and reaching a CBA. 7. Communication Breakdown: Effective communication is paramount in negotiations. Misunderstandings, inadequate communication channels, or a lack of transparency can lead to distrust and hinder progress, ultimately preventing the formation of a CBA. Understanding these multifaceted challenges underscores the reality that union negotiations are intricate processes with no guaranteed outcome. While the intent is to foster collaboration, various factors contribute to the potential absence of a Collective Bargaining Agreement. Acknowledging these challenges and actively addressing them throughout the negotiation process is essential for parties to navigate the complexities and increase the likelihood of reaching a mutually beneficial agreement. www.laborgroup.us

“Jennifer Abruzzo’s Impact: Employer Strategies Amidst Changing Labor Laws” Part 2 Furthermore, opponents warn that Abruzzo’s agenda may have broader implications for the economy as a whole, potentially stifling job creation and economic growth by imposing burdensome regulations on employers and discouraging investment. They argue that a more balanced approach to labor policy is necessary to foster a thriving economy while also safeguarding workers’ rights and interests. In conclusion, Jennifer Abruzzo’s tenure as the NLRB’s General Counsel represents a pivotal moment in the evolution of labor law in the United States. Her advocacy for reform reflects a commitment to advancing workers’ rights and strengthening the labor movement, albeit at the expense of potentially limiting employers’ legal rights to communicate with their workers during union organizing campaigns. As Abruzzo continues to pursue her agenda, the implications of her proposed reforms for workers, employers, and the broader economy remain the subject of intense debate and scrutiny. www.laborgroup.us [email protected]

What is a professional employer organization (PEO)? Use this guide to learn more about how PEOs work, why companies may use them, and what makes them different from other services. #PEO