What We're Watching | Small Business Owners, 9 Dates You Need to Put on Your Calendar Now
What We're Watching, a weekly summary from the team at Boss Consulting HR, to highlight the ever-moving parts that is Human Resources.
As a small business owner, it’s essential to stay in compliance, and in the know, about all things that may affect your business.
We are here to keep you up to date on just that. Below are January’s top Updates. Plus some important dates all employers need to know about. Read on.
Our Recommendation: Bookmark this page & keep this list handy. Or apply the dates and action items to your calendars now.
What We’re Watching: Today, Tomorrow, & through Q2
January 31 | RxDC Reports are Due
Yearly reporting of prescription drug data (RxDC) is required by the Department of Labor for group health plans. If you’ve got an employer-based health plan, it’s time to submit the required info (health care spending & prescription drug data). If your health plans are through an insurance company, they will be submitting those numbers for you.
February 1st | Time to Post that Report (OSHA) - Work-Related Illness & Injuries
If you’ve got over 10 employees, you are required by the Occupational Safety and Health Administration (OSHA) to keep a record of all serious work-related illnesses and injuries. With that requirement comes OSHA’s record-keeping rule.
February 1st is the day to post your summary in an easily visible place. It’s gotta stay up and visible until April 30th. Additionally, don’t forget to complete Form 301 (incident report) for each work-related incident on OSHA Form 300.
March 1st | Are You a Group Health Plan Sponsor? Time to Notify CMS
It’s time to notify two parties of their group health plan coverage status. Disclosure is due to both the Centers for Medicare and Medicaid Services (CMS) and Medicare Part D eligible individuals.
If this applies to you, there are certain requirements you need to know about. Learn more about those requirements here.
March 2nd | Time for Employees to Get those ACA Forms
Small business owners, you can sit this one out. This is for any of our biz owners out there with more than 50 full-time employees. Under the Affordable Care Act (ACA), employers of large companies are required to submit forms both to the IRS and distribute them to all employees by the 2nd.
March 9th | Expert Sexual Harassment Training with Us at BCHR!
Our first Sexual Harassment Prevention Training happened earlier this month. Did you miss out?
Not to worry, we’ve got you covered with more dates this year! If you’re ready to create positive people experiences and set your business up for success, then this training is for you. This is not the stuffy pre-rerecorded training you’re familiar with. Instead, we bring a whole lot of personality, interactivity, and the Quirky HR touch to this one-of-a-kind training.
May 2nd | Expert Sexual Harassment Training with Us at BCHR!
Our next date for our live, interactive training is May 2nd.
June 11th | Las Vegas Here We Come! It’s Time for the SHRM Conference.
We have recommended this incredible conference before. It’s a must for our HR professionals out there. The conference is an incredible opportunity to network, learn, and so much more. It is the world’s largest gathering of HR professionalsafter all. There are both online and in-person curated events from June 11th through the 14th.
If you want to learn more about why we recommend this event and why you need an HR community, we’ve got a great blog for ya → Read Up Here!
June 27th | New Law Takes Effect – Federal Pregnant Workers Fairness Act
Pregnant workers are now entitled to reasonable accommodations and workplace protections. The law also gives employers clearer direction around specific workplace accommodations to help employees safely remain in the workplace throughout pregnancy.
We’ve got some stuff to say on why it matters and how it affects your business. Read Up Here!
July 10th | Expert Sexual Harassment Training with Us at BCHR!
Sexual Harassment Prevention Training is just that, preventative. Don’t wait for a claim to be filed before giving yourself, your leaders, and your employees proper training. Education and information can make all the difference.
Federal & Connecticut Updates
Repeat Violations & New Guidelines. OSHA isn’t Backing Down on Employers.
Recently we’ve seen OSHA making some major moves to crack down on employers. When it comes to workplace health and safety, they have been rolling out new guidelines to further protect employees. In a press release late last month, OSHA released updated guidance on instance-by-instance citations and discouraged grouping.
Why it Matters → Repeat health and safety citations can have huge implications for your business.
We encourage you to read up on the new policies so you're prepared. They officially take effect on March 27, 2023. We’ve found a great guide for you from Fisher Phillips with 6 tips to stay off of OSHA’s list.
Upcoming Ruling Could Mean Huge Cost & Less Protection for Employers
There’s a new case at the Supreme Court… And it could have a huge effect on employers.
So what’s called into question? Arbitration. And how cost-efficient (or not) it is for employers. If you find yourself with a claim, this new potential ruling could take a lot out of your control.
Why it Matters → A few years ago the Department of Labor said mandatory arbitration agreements were, in fact, permissible. Except in the case of sexual harassment claims. This DOL judgment allowed you, as an employer, to control your potential exposure in employee-related claims.
This case could change that. It would determine whether there is a financial limit on arbitration cases. We will keep you posted on who the court favors, and what the ruling means for you.
The One Where No One Can Agree: Tipped Employees & Minimum Wage. What’s the Answer?
Last week, CT lawmakers introduced the “One Fair Wage Bill.” The bill would seek to set a minimum wage standard across-the-board. This number would apply to all employees, both those who do and do not earn tips.
While lawmakers applaud the potential increase in the minimum wage for tipped employees, those inside the restaurant industry say it’s not necessary. And instead, call for increased resources towards employee benefits (such as health care) and assistance for restaurants combating rising food costs.
Why it Matters → If you are in the hospitality industry this bill would directly affect your payroll costs. Employers taking advantage of the tip credit would see the most significant change to their current numbers since this legislation is set to replace the current tip credit system.
Here at BCHR, we are also curious how this type of law would affect the Department of Labor’s current stance on tip pools. If this bill passes, we will keep a close eye on how the CT law may interplay with regulations on the federal level.
If you have further questions on anything above or need guidance on compliance and best practices, our team at Boss Consulting HR is here to help. Get in touch.