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Health Insurance Responsibility Disclosure (HIRD): New Reporting Requirement Due November 30, 2018
The HIRD form is a new reporting requirement in Massachusetts, which must be filed by November 30, 2018. The HIRD form requires employers to provide information about their health plan offerings. The HIRD reporting is administered by MassHealth and the Department of Revenue (DOR) through the MassTaxConnect (MTC) web portal. The HIRD form will assist MassHealth in identifying its members with access to qualifying plans who may be eligible for the MassHealth Premium Assistance. To assist employers with filing the HIRD form, FAQs were provided, a copy of which is available here.
IRS NOTICE 1030, INCOME TAX WITHHOLDING TABLES FOR 2018
The IRS released Notice 1036, which provides an early release to updated income tax withholding tables for 2018 reflecting the recent changes made by Tax Reform. IRS issued the Notice so that employers can make the necessary changes to their payroll systems.
EMPLOYERS MUST USE REVISED FORM I-9 NO LATER THAN SEPTEMBER 18, 2017
The United States Citizenship and Immigration Services (USCIS) published a revised Form I-9 on July 17, 2017 (revision date of 7/17/17 N) that employers must start using no later than September 18, 2017.
For many years, certain employers have been required to file EEO-1 reports annually that show their number of employees by job category and then for each category, the number of employees by gender, ethnicity, and race. Starting with the 2017 EEO-1 report, a new level of reporting is required: summary pay data by gender, ethnicity, and race within each job category.
EEOC has issued a sample notice and FAQs to help employers who have wellness incentive programs comply with the recently issued Americans and Disabilities Act (ADA) rules. For a summary of the rules, go to our Blog page.
The Department of Labor (DOL) issued final rules on May 18, 2016, on the FLSA (Fair Labor Standards Act) white collar exemptions from overtime. The final rules lower the proposed threshold from $50,440 to $47,476, which still represents a significant increase in the minimum salary threshold required for the white collar exemptions.
FLSA PROPOSED RULES ON WHITE COLLAR EXEMPTIONS FROM OVERTIME
The Department of Labor (DOL) published proposed rules on July 6, 2015, on the FLSA (Fair Labor Standards Act) white collar exemptions from overtime. The proposed rules would significantly increase the minimum salary threshold for white collar exemptions.
A new bill relating to the FLSA (Fair Labor Standards Act) proposed rules was introduced in the Senate on March 17, 2016. If passed, the Department of Labor (DOL) would not be permitted to enforce the FLSA proposed rules (or final rules if published before the new law is enacted) until certain conditions are met. These conditions include:
Conducting a full and complete economic analysis with improved economic data on small businesses, nonprofits, and all other employers
Minimizing the impact on employers before publishing any similar rules
Providing a rule of construction regarding the salary threshold exemption under the FLSA and for other purposes
DOL FINALIZES RULES ON CONFLICTS OF INTEREST IN RETIREMENT ADVICE
The Department of Labor (DOL) published final rules on April 8, 2016, that define who is a fiduciary of an employee benefit plan subject to ERISA as a result of giving investment advice to a plan or its participants or beneficiaries.