Employee Benefit Guidance & Compliance Solutions

Posts Tagged "pfcompass"

Dress Code Policies—Time for Change?

By on Apr 11, 2019 in Human Resources | 0 comments

Dress Code Policies – Time for Change? By Maggie Johnson     In theory, a dress code policy for the workplace could simply consist of two words—Dress Appropriately! However, it seems that employers feel compelled to write policies containing long lists of what and what not to wear in the workplace. Since a vast number of companies have adopted business-casual guidelines for the workplace, isn’t it time to lighten up on rigid dress code policies? In March this year, as reported by the Washington Post (March 21, 2019), even Goldman Sachs, known for its immaculately business-clothed company representatives, officially changed its dress code policy to a “firm-wide flexible dress code.”   Tattoos, Facial Jewelry and Wild Hair   Some dress code policies state that tattoos must be covered, facial jewelry, such as nose, eyebrow and tongue piercings, are not permitted at work, and hair styles must be conservative. That just doesn’t seem to fit in today’s society with its mostly millennial workforce. In certain circumstances, the last restriction could be construed as discriminatory. In fact, the New York City Commission on Human Rights announced, “[G]rooming or appearance policies that ban, limit, or otherwise restrict natural hair or hairstyles associated with black people generally violate the New York City Human Rights Law’s anti-discrimination provisions.” The Commission identified protected hairstyles as “Natural hair or hairstyles that are closely associated with their racial, ethnic, or cultural identities.” These would include cornrows, twists, braids, Bantu knots and Afros. Even if your company isn’t operating in New York City, how long do you think a similar law might be enacted in your district? As for tattoos, a 2017 survey reported that more than 25% of the US population have at least one tattoo. That’s a lot of covering up by a lot of people before they enter their workplace in the morning! On October 2014, Starbucks changed its dress code policy to allow employees to openly display their tattoos at work, so long as tattoos are tasteful and not on the face or throat.   Unequal Punishment   Company dress code policies often stipulate that an employee who comes to work dressed in attire that management does not approve of must go home and...

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Monthly Newsletter April 2019

By on Apr 1, 2019 in Newsletters | 0 comments

Dear Valued Clients and Associates, I am very excited that the warm weather is starting to make its way into the area! My fig tree already has around 20 figs, daffodils and tulips are popping up everywhere and my chickens are so happy with all the worms and insects the rain is bringing to the surface for them. What’s more exciting than the arrival of spring? The clients we have been able to help, already this year, by creating benefit offerings that align with their goals and save them money off their bottom line! I am incredibly grateful for the opportunities I have been given so far in 2019 and to you for your support. If we haven’t had the opportunity to meet yet, let’s get a time on the calendar… Who knows, maybe we will be able to help your organization too! Give me a call or contact me now to schedule a time to discuss your organizational goals and how we will work hard to ensure you and your employees are satisfied. Here is your April 2019 Newsletter with a combination of HR and Health related news. I hope you enjoy!     Dress Code Policies – Time for Change? By: Maggie Johnson, PF Compass in-house HR Consultant In theory, a dress code policy for the workplace could simply consist of two words—Dress Appropriately! However, it seems that employers feel compelled to write policies containing long lists of what and what not to wear in the workplace. Since a vast number of companies have adopted business-casual guidelines for the workplace, isn’t it time to lighten up on rigid dress code policies? In March this year, as reported by the Washington Post (March 21, 2019), even Goldman Sachs, known for its immaculately business-clothed company representatives, officially changed its dress code policy to a “firm-wide flexible dress code.” To read more about this topic, visit our BLOG here     New Jersey Updates, Expands Family and Disability Benefits New Jersey has updated and aligned four state leave laws to work together more seamlessly, extended its paid family leave benefit to 12 weeks in a 12-month period, and increased wage replacement amounts in its paid leave programs. Many key changes...

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Leave Laws and Affected Employers Are Expanding in New Jersey

By on Mar 5, 2019 in Human Resources | 0 comments

Leave Laws and Affected Employers Are Expanding in New Jersey By Maggie Johnson     New Jersey Governor Phil Murphy continues to place his mark on state employment law, making life somewhat easier for working families. It wasn’t long ago that New Jersey employers had to become familiar and comply with the New Jersey Earned Sick and Safe Days Act. Here comes the next phase! On February 19, 2019, amendments to the New Jersey Family Leave and SAFE Acts were signed into law and shall become effective on June 30, 2019. In addition, changes were made to New Jersey’s Family Leave Insurance legislation, which are effective on July 1, 2020. However, be aware that there are also new requirements under the provisions of the aforementioned amended laws that employers must comply with now. These amendments will significantly expand the benefits afforded to New Jersey workers, and provide them with some of the most generous in the country. Let’s review:   New Jersey Family Leave Act (NJFLA)   Previously, the NJFLA applied to employers who had 50 or more employees. On June 30, 2019, the amended law will apply to any employer with 30 or more employees in total, working both inside and outside the state of New Jersey.   Mandated NJFLA Requirements for Employers   On June 30, 2019, applicable employers as mentioned above must provide their employees with job protected family leave of up to 12 weeks in a 24-month period. Leave may be taken in 12 consecutive weeks, intermittently, or on a reduced leave schedule for the following reasons: To care for a family member (parent, parent-in-law, minor or disabled child, spouse, or civil union partner) with a serious health condition To bond with a newborn or adopted child   Immediate NJFLA Requirements for Employers   There are some new provisions of the law that take immediate effect. These require the employer to provide job protected leave for the following reasons: To bond with a newborn child conceived through a gestational carrier agreement To bond with a newly placed foster child For bonding on an intermittent basis (weeks or days) without the employer’s consent (previously had to be agreed to by both the employer and employee) For...

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Monthly Newsletter March 2019

By on Mar 1, 2019 in Newsletters | 0 comments

Dear Valued Clients and Associates, March is all about the luck of the Irish, but you don’t have to be Irish to be lucky with PF Compass. What makes our clients so lucky? Dedicated in-house client service rep In-house claims adjudication for you and your employees – for your employees to have someone to call when they have claims or benefit coverage questions so you don’t have to walk the tight rope of HIPAA compliance Free COBRA and HRA administration Free Bene Administration technology (integration available with some payroll platforms such as Paylocity and ADP) Carrier Agnostic – We work with all Carriers to find the benefits package right for your organization 3 Hours HR Consultation Free for new clients and HR tools to maintain compliance Benefit Education Meetings at your location during Open Enrollment – we will educate your employees on how to best utilize their benefits to control costs Affordable Care Act guidance HR & Compliance documents, tools and resources Monthly Healthcare, HR and Compliance Newsletter Not feeling so lucky? Now’s the time to change your luck – Give me a call or contact me now to schedule a time to discuss your organizational goals and how we will work hard to ensure you and your employees are satisfied. No obligation! Here is your March 2019 Newsletter with a combination of HR and Health related news. I hope you enjoy! Happy St Patrick’s day!     Leave Laws And Affected Employers Are Expanding In New Jersey By: Maggie Johnson, PF Compass in-house HR Consultant New Jersey Governor Phil Murphy continues to place his mark on state employment law, making life somewhat easier for working families. It wasn’t long ago that New Jersey employers had to become familiar and comply with the New Jersey Earned Sick and Safe Days Act. Here comes the next phase! To read more about changing legislation, visit our BLOG here     DOL Increases Civil Penalty Amounts for 2019 The U.S. Department of Labor (DOL) recently increased the civil penalty amounts that may be imposed on employers under the following federal laws. The Fair Labor Standards Act (FLSA) The Employee Retirement Income Security Act (ERISA) The Family and Medical Leave Act (FMLA) The...

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