Employee Benefit Guidance & Compliance Solutions

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2020 – New Rules for Salaries and Wages

By on Jan 3, 2020 in Human Resources | 0 comments

2020 – New Rules for Salaries and Wages By Maggie Johnson     As we start the new year, there are a number of changes in employment law affecting the payment of salaries and wages by New York and New Jersey employers. Here’s an overview of the new regulations. Overtime Exemptions The US Department of Labor has issued a final rule for overtime exemptions effective January 1, 2020. The salary test under federal law for exemption from the Fair Labor Standards Act (FLSA) now requires a minimum salary of $684 per week up from $485 per week. Under the highly compensated employee test, the minimum annual salary must be $107,432 increased from $100,000. Pre-Employment Salary History Questions Starting on January 1, 2020, employers in New Jersey are prohibited from requesting job applicants to answer questions about their current or previous salary or wages. There are exceptions for positions where federal law requires such information to be disclosed or in cases where wages and salaries are publicly available. The job applicant may also voluntarily share the salary information with the employer. Salary history may be confirmed, but only after the job offer is made. New York’s similar law is effective January 6, 2020. It also prohibits employers from asking job applicants about their salary or wages at current or former jobs, or using that information to decide whether to make a job offer or to refuse to interview an applicant. Pre-Employment Testing Employers who hire employees in New York City should also note that pre-employment testing for marijuana will be banned in that city effective May 2020. There are exceptions for certain job applicants. For example, police officers, commercial drivers, teachers, construction workers, those who care for patients in medical nursing homes. Although the new law prohibits pre-employment marijuana testing, it does not excuse an employee from going to work under the influence of marijuana or prohibit drug testing current employees. Pre-Tax Commuter Benefits The state of New Jersey’s commuter benefit law goes into effect on March 1, 2020. It applies to any employer who employs 20 or more workers in New Jersey. The law requires applicable employers to offer pre-tax commuter benefits to its employees for certain eligible commuter...

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RideWise

By on Jul 30, 2019 in Human Resources | 0 comments

Free Employer Services and No-cost Employee Benefits? How your county’s TMA (Transportation Management Association) can help you find mobility and sustainability solutions.   By Leanne McGowan, Business Development Manager at RideWise, Somerset County’s TMA     Most NJ employers and HR professionals don’t realize that their local TMA can be a valuable tool. RideWise TMA in Somerset County, for example, can provide resources, programming and best practice consults on a variety of transportation-related matters, and help your business meet transportation-related sustainability, safety and wellness goals, alleviate pressure on HR and other staff, as well as offer opportunities for employee engagement. Leanne McGowan, Business Development Manager at RideWise, suggests the following to her corporate, business, municipal and non-profit clients, “Think of us as a sustainability partner, transportation options resource and no-cost benefit for employees. We’re happy to help with the basics like transit information, ridesharing registration and vanpooling formation, but can also help you develop strategic partnerships in the community that add value.” Services are customized based on each worksite’s unique needs. Formed in the late 1970s or early 1980s to help find solutions to transportation problems, TMAs form partnerships with businesses, organizations and local government to provide commuter information and services. The roles of many TMAs have expanded over the years, and in New Jersey, TMAs can give the business community a voice in local/regional/statewide transportation decision-making. A recognition program that employers can take advantage of is New Jersey Smart Workplaces, which awards worksites that offer transportation-related sustainability, safety and workplace wellness information, programs and policies to employees. According to McGowan, “most companies are already offering information and benefits to their employees that meet one of the four qualifying “Smart Workplace” levels, and we are happy to recognize them for their efforts.” A few examples of actions that help employers become NJ Smart Workplaces are designating a contact for employee commute inquiries, offering traffic alerts, informal or formal telecommuting, teleconferencing or compressed work week policies, Lunch & Learns on a range of topics from the benefits of walking and bike safety workshops to winter driving safety, and onsite amenities such as a gym or cafe. Qualifying as a NJ Smart Workplace also helps an employer earn points toward the...

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