In the modern business landscape, midsize enterprises face an ever-growing complexity in HR compliance. With a myriad of federal and local laws to adhere to, these businesses can’t afford to rely on outdated, paper-based processes. The right HR compliance software and self-service technology become essential, offering automation of data flow, insightful reporting, legislative updates, employee empowerment, and scalability. As compliance requirements evolve, so must an organization’s HR technology, adapting to new guidelines and challenges to sustain success.
EEO Reporting: A Cornerstone of Compliance
A critical aspect of HR compliance is adhering to the Equal Employment Opportunity Commission (EEOC) reporting requirements. Employers with more than 100 employees, and federal contractors with lower thresholds, must submit data about gender and race/ethnicity. The EEO-1 Component 1 data collection. For instance, is an annual mandatory requirement that assists in enforcing federal laws against employment discrimination. This data, while confidential, is legally also used for research and self-assessment by employers as long as it is not released to the public.
The deadline for the 2022 EEO-1 Component 1 report was December 5, 2023. Employers who missed this deadline have until January 9, 2024, to comply. This “Failure to File” deadline is not just a formality but a critical compliance juncture. Post this date, non-compliance would mean employers are at risk of violating federal mandates.
EEO-1:
- Applicable to: Private employers, including corporations, partnerships, and LLCs, with 100 or more employees.
- Also Applies to: Federal contractors with 50 or more employees and a contract of $50,000 or more.
Moving on to the EEO-3 (Local Union Report) and EEO-4 (State and Local Government Information Report), we observe a similar pattern of deadlines and compliance requirements. The 2022 EEO-3 collection is closed, and no longer taking submissions. Meanwhile, the 2023 EEO-4 data collection is open, with a deadline of January 9, 2024 just like EEO-1 report.
EEO-3:
- Applicable to: Labor unions and labor organizations.
- Filing Requirement: Required for labor unions with 100 or more members.
EEO-4:
- Applicable to: State and local governments, including public school districts and higher education institutions.
- Filing Requirement: Applies to those with 15 or more employees.
The EEO-5 (Elementary-Secondary Staff Information Report) cycle for 2022 has concluded. This mandatory biennial data collection, focusing on public school systems and districts, underscores the EEOC’s commitment to ensuring diversity and equitable employment practices across various sectors, including education.
EEO-5:
- Applicable to: Public elementary and secondary school districts.
- Filing Requirement: Applies to districts with 100 or more employees.
Form 5500 Reporting: A Post-Enrollment Requirement
For midsize businesses managing employee benefit plans, filing Form 5500 within six months after initial enrollment is crucial. This form reports information about the plan’s financial condition, investments, and operations, making it an essential tool for ensuring compliance with the Employee Retirement Income Security Act (ERISA).
GAG Clause Prohibition Compliance
Staying compliant with the GAG Clause Prohibition, which has a deadline of December 31st, is another key area. Companies that don’t comply with filing requirements could face a $100 daily excise tax as per the IRS Code, or a civil penalty under ERISA. This clause prohibits gag clauses in contracts between health providers and health insurers, ensuring that pricing and quality information is accessible.
The following is an example of a gag clause: “In accordance with this agreement, the service provider agrees not to publicly disclose any details regarding the pricing, discounts, or the specific terms of this contract without prior written consent from the company. This includes, but is not limited to, discussions with media, competitors, or other entities outside the organization.”
The prohibition of gag clauses in certain contexts, particularly in healthcare and financial services, exists primarily to promote transparency and protect consumer rights. Here are some key reasons for this prohibition:
- Consumer Protection: Gag clauses can prevent consumers from accessing important information about the cost of services or products, limiting their ability to make informed decisions. By prohibiting these clauses, consumers have better access to information, which can lead to more competitive pricing and improved quality of services.
- Encourages Transparency: Prohibiting gag clauses fosters a more transparent and open environment. In healthcare, for example, it allows healthcare providers to discuss all treatment options and costs with patients, which is crucial for informed consent and ethical practice.
- Reduces Information Asymmetry: In many industries, there’s a significant imbalance in the information available to different parties. Gag clauses exacerbate this asymmetry. Their prohibition helps level the playing field, ensuring that all parties, especially consumers, have access to the necessary information.
- Promotes Competition: By allowing information about pricing and services to be openly shared, prohibition of gag clauses can lead to more competitive markets. When consumers can compare prices and services, businesses are incentivized to offer better deals and improve service quality.
- Legal and Ethical Standards: In many cases, the use of gag clauses may conflict with legal or ethical standards, particularly in sectors like healthcare, where patient rights and interests are paramount. Prohibiting these clauses aligns with broader legal and ethical commitments to fairness and consumer welfare.
Overall, the prohibition of gag clauses is a measure to ensure fairness, transparency, and consumer empowerment in various industries.
PCORI Fee Filing: Established By Affordable Care Act (ACA)
The Patient-Centered Outcomes Research Institute (PCORI) fee filing, due with the first quarter taxes, is another critical compliance aspect for midsize businesses. This fee, imposed on health insurers and plan sponsors, funds research to provide information about the best available evidence to help patients make more informed decisions about healthcare.
PCORI fee filing applies to both self-insured and self-funded health plans. This fee, mandated by the Affordable Care Act, is used to fund the Patient-Centered Outcomes Research Institute and is charged to health insurers and plan sponsors of self-insured health plans.
For self-insured plans, the responsibility to report and pay the fee falls on the plan sponsor, which is often the employer. In the case of self-funded plans, where the employer assumes the financial risk for providing health care benefits to its employees, the employer is also responsible for the PCORI fee.
This fee is reported and paid annually using IRS Form 720 (Quarterly Federal Excise Tax Return which can be found on irs.gov). It’s important for employers or plan sponsors to be aware of the deadlines and calculation methods for this fee to ensure compliance and avoid any penalties.
In addition to self-insured and self-funded health plans, the Patient-Centered Outcomes Research Institute (PCORI) fee also applies to Health Reimbursement Arrangements (HRAs), including Individual Coverage HRAs (ICHRAs) and Qualified Small Employer HRAs (QSEHRAs).
For these types of arrangements:
- Individual Coverage HRAs (ICHRAs): Since ICHRAs are considered self-insured health plans, the employer offering the ICHRA is responsible for reporting and paying the PCORI fee. This applies regardless of the size of the employer.
- Qualified Small Employer HRAs (QSEHRAs): Similarly, for QSEHRAs, which are available to small employers that are not subject to the Affordable Care Act’s employer mandate, the employer is responsible for the PCORI fee.
In both cases, the fee is filed using IRS Form 720. It’s important for employers who offer these types of HRAs to be aware of their responsibilities regarding the PCORI fee. The fee is calculated based on the average number of lives covered under the plan or arrangement and is paid annually.
Thus, for HRAs including ICHRAs and QSEHRAs, it is the employers who are generally responsible for reporting and paying the PCORI fee, as they are considered plan sponsors of these self-insured arrangements.
FMLA Compliance: Balancing Employee Rights and Business Needs
Adherence to the Family and Medical Leave Act (FMLA) is vital. FMLA provides employees with 12 weeks of unpaid, job-protected leave per year for specific family and medical reasons, balancing the needs of the workplace and the rights of workers while requiring that their group health benefits be maintained during the leave.However, not all employers are required to provide FMLA leave. Here are the criteria for employer eligibility under the FMLA:
- Private Sector Employers: Employers in the private sector are covered by the FMLA if they have 50 or more employees in 20 or more workweeks in the current or preceding calendar year. This includes joint employers and successors of covered employers.
- Public Agencies: All public agencies, including local, state, and Federal government agencies, are covered by the FMLA regardless of the number of employees they have.
- Public and Private Elementary and Secondary Schools: All public and private elementary and secondary schools are covered by the FMLA, regardless of the number of employees.
For employees to be eligible for FMLA leave, they must:
- Work for a covered employer.
- Have worked for the employer for at least 12 months (not necessarily consecutively).
- Have at least 1,250 hours of service for the employer during the 12 months immediately preceding the leave.
- Work at a location where the employer has at least 50 employees within 75 miles.
Eligible employees can take FMLA leave for several reasons, including:
- The birth of a child and to care for the newborn child within one year of birth.
- The placement with the employee of a child for adoption or foster care, and to care for the newly placed child within one year of placement.
- To care for the employee’s spouse, child, or parent who has a serious health condition.
- A serious health condition that makes the employee unable to perform the essential functions of their job.
- Any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a military member on “covered active duty.”
Note that there are special rules for school employees, and the FMLA also includes a special leave entitlement that permits eligible employees to take up to 26 weeks of leave to care for a covered servicemember during a single 12-month period.
The special rules for school employees primarily apply to instructional staff (such as teachers) at public or private elementary or secondary schools and address how FMLA leave is scheduled around the academic calendar. Here are the key special rules for school employees under FMLA:
- Intermittent or Reduced Schedule Leave for Instructional Employees:
- If an instructional employee needs intermittent leave or a reduced schedule that would be greater than 20% of the total number of working days over the period of the leave, the school may require the employee to either:
- Take leave for a period or periods of a particular duration, not greater than the duration of the planned treatment, or
- Transfer temporarily to an available alternative position for which the employee is qualified and that better accommodates recurring periods of leave than the employee’s regular position.
- If an instructional employee needs intermittent leave or a reduced schedule that would be greater than 20% of the total number of working days over the period of the leave, the school may require the employee to either:
- Leave Near the End of an Academic Term:
- There are special rules for instructional employees who begin leave more than five weeks before the end of a term. The school may require the employee to continue taking leave until the end of the term if:
- The leave is of at least three weeks duration and,
- The return to employment would occur during the three-week period before the end of the term.
- There are special rules for instructional employees who begin leave more than five weeks before the end of a term. The school may require the employee to continue taking leave until the end of the term if:
- Leave Less Than Five Weeks Before the End of Term:
- If the employee begins leave during the five weeks before the end of a term for any reason, the school may require them to continue taking leave until the end of the term if:
- The leave is greater than two weeks long and,
- The return to work would occur during the two-week period before the end of the term.
- If the employee begins leave during the five weeks before the end of a term for any reason, the school may require them to continue taking leave until the end of the term if:
- Leave Less Than Three Weeks Before the End of Term:
- If the employee starts leave during the three weeks before the end of the term and the leave is for more than five working days, the school may require the employee to continue leave until the end of the term.
- Restoration to Position:
- Upon return from FMLA leave, instructional employees are entitled to be restored to the position they held when leave commenced or to an equivalent position. However, if they do not give the employer reasonable notice of their intent to return to work, their entitlement to reinstatement may be delayed or denied.
- Leave for Periods that End with the School Term:
- If an instructional employee begins FMLA leave shortly before the end of the school term and the leave extends into the next term, special rules determine whether the school must continue providing FMLA leave into the next term.
These special rules recognize the unique nature of the academic calendar and the potential disruption that extended or intermittent leaves of absence might cause in the educational process. They allow educational institutions to maintain continuity in the classroom while still respecting the rights of instructional employees under FMLA.
The WARN Act: Navigating Employee Transitions
The Worker Adjustment and Retraining Notification (WARN) Act requires businesses to provide advance notice in cases of qualified plant closings and mass layoffs. Compliance with the WARN Act is crucial for mitigating the impact on employees and communities.
The WARN Act requires employers to provide a 60-day advance notice in cases of qualified plant closings and mass layoffs. This federal law is designed to protect workers, their families, and communities by requiring employers to provide this notice period, giving workers some time to prepare for the transition and seek other employment or retraining.
The WARN Act applies to employers with 100 or more employees, excluding part-time workers. However, it counts employees who work an aggregate of at least 4,000 hours per week, exclusive of overtime.
The Act defines a mass layoff as a reduction in force that does not result from a plant closing but results in an employment loss at a single employment site during any 30-day period for either of the following:
- At least 33% of the active workforce and at least 50 employees, excluding part-time workers.
- At least 500 employees, excluding part-time workers.
A plant closing is defined under the Act as the shutdown of a single site of employment, or one or more facilities or operating units within a single site of employment, if the shutdown results in an employment loss during any 30-day period for 50 or more employees excluding part-time workers.
There are exceptions to the 60-day notice requirement in cases of unforeseeable business circumstances, faltering companies, and natural disasters. However, the employer is still required to give as much notice as is practicable in these situations. Even in these exceptional cases, the employer must provide a statement of the reason for reducing the notice period in addition to fulfilling other notice information requirements.
FSLA Standards: Upholding Fair Labor Practices
The Fair Labor Standards Act (FSLA) sets standards for minimum wage, overtime pay, recordkeeping, and youth employment. Midsize businesses must ensure their compliance with FSLA to maintain fair labor practices.
Minimum Wage: The federal minimum wage is $7.25 per hour. However, many states and localities have established their own minimum wages that are higher than the federal rate. Employers must comply with the higher minimum wage where applicable.
Overtime Pay: The FLSA requires that employees who work more than 40 hours in a workweek be paid at least one and one-half times their regular rate of pay for all hours worked over 40. This is often referred to as “time and a half.” The calculation of the regular rate of pay can include certain types of bonuses and incentive pay.
Recordkeeping: Employers must keep detailed records for each non-exempt worker. The FLSA requires that this information includes data like hours worked each day, total hours worked each workweek, basis of wage payments (e.g., $9 per hour, $440 a week), regular hourly pay rate, total daily or weekly straight-time earnings, total overtime earnings for the workweek, all additions to or deductions from the employee’s wages, total wages paid each pay period, and the date of payment and pay period covered. These records must be kept for at least three years. Records on which wage computations are based should be retained for two years, such as time cards and piece work tickets, wage rate tables, work and time schedules, and records of additions to or deductions from wages.
Youth Employment: The FLSA also sets standards for the employment of individuals under 18 years of age, restricting the hours and types of jobs that minors can work. The rules vary depending on the age of the minor and the nature of the work.
COBRA Compliance: Ensuring Continuity of Health Coverage
Lastly, compliance with the Consolidated Omnibus Budget Reconciliation Act (COBRA) is essential. COBRA gives workers and their families who lose their health benefits the right to choose to continue group health benefits provided by the plan under certain circumstances.
Here are the key details regarding COBRA coverage duration and the circumstances under which it applies:
Duration of COBRA Coverage:
- General Duration: COBRA coverage can typically last for 18 or 36 months, depending on the qualifying event.
- 18-Month Coverage:
- Applies when coverage is lost due to termination of employment (other than for gross misconduct) or a reduction in the number of hours worked.
- 36-Month Coverage:
- Applies in cases such as the death of the covered employee, divorce or legal separation from the covered employee, the covered employee becoming entitled to Medicare, or a dependent child losing dependent status under the plan.
Qualifying Events:
- For Employees:
- Voluntary or involuntary termination of employment for reasons other than gross misconduct.
- Reduction in the number of hours of employment.
- For Spouses:
- Voluntary or involuntary termination of the covered employee’s employment for any reason other than gross misconduct.
- Reduction in the hours worked by the covered employee.
- Covered employee becomes entitled to Medicare.
- Divorce or legal separation from the covered employee.
- Death of the covered employee.
- For Dependent Children:
- Loss of dependent child status under the plan rules.
- Voluntary or involuntary termination of the covered employee’s employment for any reason other than gross misconduct.
- Reduction in the hours worked by the covered employee.
- Covered employee becomes entitled to Medicare.
- Divorce or legal separation of the parents.
- Death of the covered employee.
Notice and Election Period:
- Employers must provide an initial general notice when the employee is first covered under the plan and a COBRA election notice when a qualifying event occurs.
- After a qualifying event, COBRA coverage must be elected within 60 days of either the date the election notice is provided or the date coverage would otherwise end, whichever is later.
- Once elected, COBRA coverage is retroactive to the date of the qualifying event, provided the premium is paid.
Payment:
- COBRA beneficiaries may be required to pay the entire premium for coverage up to 102% of the cost to the plan.
Extensions:
- Under certain circumstances, such as a disability determination, a second qualifying event, or a determination under the Health Insurance Portability and Accountability Act (HIPAA), the duration of COBRA coverage may be extended.
Conclusion: A Technology-Driven Approach to Compliance
In conclusion, for midsize businesses, managing HR compliance is a complex but crucial task. Utilizing advanced HR compliance software ensures these businesses can meet their legal obligations efficiently and effectively in order to avoid legal penalties. This technology-driven approach is not just about compliance; it’s about empowering businesses to focus on growth and success, knowing their HR practices are robust, up-to-date, and compliant.
For more detailed insights and guidance on navigating the intricacies of HR compliance for businesses with 20 or more employees, explore our series of blogs (https://cosmoins.com/counting-for-compliance-understanding-federal-employment-laws-by-employer-size/) dedicated to each of these crucial areas.
Mark Herschlag is the founder and CEO of Cosmo Insurance Agency, which is based in Ocean County. Cosmo Insurance Agency offers personalized solutions for individuals and businesses looking to obtain health, life, dental, long term care or disability insurance. For more information or for a free, no-obligation quote, please call (201) 817-1388 or email info@cosmoins.com.
Part 1: Embracing HR Compliance in Midsize Enterprises
Navigating HR Compliance: A Strategic Imperative for Midsize Businesses (Part 1)
In the modern business landscape, midsize enterprises face an ever-growing complexity in HR compliance. With a myriad of federal and local laws to adhere to, these businesses can’t afford to rely on outdated, paper-based processes. The right HR compliance software and self-service technology become essential, offering automation of data flow, insightful reporting, legislative updates, employee empowerment, and scalability. As compliance requirements evolve, so must an organization’s HR technology, adapting to new guidelines and challenges to sustain success.
EEO Reporting: A Cornerstone of Compliance
A critical aspect of HR compliance is adhering to the Equal Employment Opportunity Commission (EEOC) reporting requirements. Employers with more than 100 employees, and federal contractors with lower thresholds, must submit data about gender and race/ethnicity. The EEO-1 Component 1 data collection. For instance, is an annual mandatory requirement that assists in enforcing federal laws against employment discrimination. This data, while confidential, is legally also used for research and self-assessment by employers as long as it is not released to the public.
The deadline for the 2022 EEO-1 Component 1 report was December 5, 2023. Employers who missed this deadline have until January 9, 2024, to comply. This “Failure to File” deadline is not just a formality but a critical compliance juncture. Post this date, non-compliance would mean employers are at risk of violating federal mandates.
EEO-1:
Applicable to: Private employers, including corporations, partnerships, and LLCs, with 100 or more employees.
Also Applies to: Federal contractors with 50 or more employees and a contract of $50,000 or more.
Moving on to the EEO-3 (Local Union Report) and EEO-4 (State and Local Government Information Report), we observe a similar pattern of deadlines and compliance requirements. The 2022 EEO-3 collection is closed, and no longer taking submissions. Meanwhile, the 2023 EEO-4 data collection is open, with a deadline of January 9, 2024 just like EEO-1 report.
EEO-3:
Applicable to: Labor unions and labor organizations.
Filing Requirement: Required for labor unions with 100 or more members.
EEO-4:
Applicable to: State and local governments, including public school districts and higher education institutions.
Filing Requirement: Applies to those with 15 or more employees.
The EEO-5 (Elementary-Secondary Staff Information Report) cycle for 2022 has concluded. This mandatory biennial data collection, focusing on public school systems and districts, underscores the EEOC’s commitment to ensuring diversity and equitable employment practices across various sectors, including education.
EEO-5:
Applicable to: Public elementary and secondary school districts.
Filing Requirement: Applies to districts with 100 or more employees.
Part 2: Addressing Diverse Compliance Needs in Midsize Businesses
Form 5500 Reporting: A Post-Enrollment Requirement
For midsize businesses managing employee benefit plans, filing Form 5500 within six months after initial enrollment is crucial. This form reports information about the plan’s financial condition, investments, and operations, making it an essential tool for ensuring compliance with the Employee Retirement Income Security Act (ERISA).
GAG Clause Prohibition Compliance
Staying compliant with the GAG Clause Prohibition, which has a deadline of December 31st, is another key area. Companies that don’t comply with filing requirements could face a $100 daily excise tax as per the IRS Code, or a civil penalty under ERISA. This clause prohibits gag clauses in contracts between health providers and health insurers, ensuring that pricing and quality information is accessible.
The following is an example of a gag clause: “In accordance with this agreement, the service provider agrees not to publicly disclose any details regarding the pricing, discounts, or the specific terms of this contract without prior written consent from the company. This includes, but is not limited to, discussions with media, competitors, or other entities outside the organization.”
PCORI Fee Filing: Established By Affordable Care Act (ACA)
The Patient-Centered Outcomes Research Institute (PCORI) fee filing, due with the first quarter taxes, is another critical compliance aspect for midsize businesses. This fee, imposed on health insurers and plan sponsors, funds research to provide information about the best available evidence to help patients make more informed decisions about healthcare.
PCORI fee filing applies to both self-insured and self-funded health plans. This fee, mandated by the Affordable Care Act, is used to fund the Patient-Centered Outcomes Research Institute and is charged to health insurers and plan sponsors of self-insured health plans.
For self-insured plans, the responsibility to report and pay the fee falls on the plan sponsor, which is often the employer. In the case of self-funded plans, where the employer assumes the financial risk for providing health care benefits to its employees, the employer is also responsible for the PCORI fee.
This fee is reported and paid annually using IRS Form 720 (Quarterly Federal Excise Tax Return which can be found on irs.gov). It’s important for employers or plan sponsors to be aware of the deadlines and calculation methods for this fee to ensure compliance and avoid any penalties.
In addition to self-insured and self-funded health plans, the Patient-Centered Outcomes Research Institute (PCORI) fee also applies to Health Reimbursement Arrangements (HRAs), including Individual Coverage HRAs (ICHRAs) and Qualified Small Employer HRAs (QSEHRAs).
For these types of arrangements:
Individual Coverage HRAs (ICHRAs): Since ICHRAs are considered self-insured health plans, the employer offering the ICHRA is responsible for reporting and paying the PCORI fee. This applies regardless of the size of the employer.
Qualified Small Employer HRAs (QSEHRAs): Similarly, for QSEHRAs, which are available to small employers that are not subject to the Affordable Care Act’s employer mandate, the employer is responsible for the PCORI fee.
In both cases, the fee is filed using IRS Form 720. It’s important for employers who offer these types of HRAs to be aware of their responsibilities regarding the PCORI fee. The fee is calculated based on the average number of lives covered under the plan or arrangement and is paid annually.
Thus, for HRAs including ICHRAs and QSEHRAs, it is the employers who are generally responsible for reporting and paying the PCORI fee, as they are considered plan sponsors of these self-insured arrangements.
Part 3: Ensuring Comprehensive Compliance in Midsize Businesses
FMLA Compliance: Balancing Employee Rights and Business Needs
Adherence to the Family and Medical Leave Act (FMLA) is vital. FMLA provides employees with 12 weeks of unpaid, job-protected leave per year for specific family and medical reasons, balancing the needs of the workplace and the rights of workers while requiring that their group health benefits be maintained during the leave. Not all employers are required to provide FMLA leave. Eligibility criteria include:
- Private Sector Employers: Those with 50 or more employees in 20 or more workweeks in the current or preceding calendar year.
- Public Agencies: All public agencies, regardless of the number of employees.
- Public and Private Elementary and Secondary Schools: All are covered, irrespective of employee count.
Employees must meet certain criteria to be eligible for FMLA leave, such as working for a covered employer for at least 12 months and clocking in at least 1,250 hours of service in the 12 months prior to the leave. Special rules apply to school employees, particularly regarding scheduling leaves around the academic calendar.
The WARN Act: Navigating Employee Transitions
The Worker Adjustment and Retraining Notification (WARN) Act requires businesses to provide a 60-day advance notice in cases of qualified plant closings and mass layoffs. This federal law protects workers and communities by giving them time to prepare for the transition. The WARN Act applies to employers with 100 or more employees and defines specific criteria for mass layoffs and plant closings.
FSLA Standards: Upholding Fair Labor Practices
The Fair Labor Standards Act (FSLA) sets minimum wage, overtime pay, recordkeeping, and youth employment standards. Key aspects include:
- Minimum Wage: $7.25 per hour federally, with many states and localities having higher rates.
- Overtime Pay: Time and a half for hours worked over 40 in a workweek.
- Recordkeeping: Detailed records for each non-exempt worker, to be kept for at least three years.
- Youth Employment: Restrictions on the hours and types of jobs minors can work.
COBRA Compliance: Ensuring Continuity of Health Coverage
COBRA compliance is crucial for ensuring that workers and their families who lose health benefits can choose to continue group health benefits under certain circumstances. COBRA coverage typically lasts 18 or 36 months, depending on the qualifying event, and applies under various circumstances like the termination of employment, death of the covered employee, or divorce.
Conclusion: A Technology-Driven Approach to Compliance
For midsize businesses, managing HR compliance is a complex task that requires a robust, technology-driven approach. This ensures efficiency in meeting legal obligations, avoiding penalties, and focusing on growth and success. Advanced HR compliance software can automate data flow, provide legislative updates, and empower employees, making it an indispensable tool for modern enterprises.
For more insights on HR compliance for businesses with 20 or more employees, visit Cosmo Insurance Agency’s dedicated blog series at https://cosmoins.com/counting-for-compliance-understanding-federal-employment-laws-by-employer-size/.
Mark Herschlag, the founder and CEO of Cosmo Insurance Agency, specializes in providing personalized insurance solutions. For more information, contact (201) 817-1388 or email info@cosmoins.com.
