HRWS Compliance Alert: ACA Extends Reporting Deadlines

HR Workplace Services

Click the link below to review the HRWS Compliance Alert: Extension of Deadlines for ACA Reporting by Employers … HRWS – Compliance Alert – ACA Deadlines. The post HRWS Compliance Alert: ACA Extends Reporting Deadlines appeared first on HRWS

How Technology Simplifies SOX Compliance Reporting

360 factors

The Sarbanes-Oxley (SOX) Act is almost two decades old at this point and SOX compliance is taken seriously by all businesses that need to comply with the act. Modern risk and compliance management solutions, however, simplify SOX compliance by enabling businesses to painlessly collect and report certifications and attestations with ease. What Makes SOX Compliance Different. This is why SOX compliance is not simply about submitting documents.


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How Compliance Technology Helps Employees, Compliance Managers, and the Board

360 factors

Compliance management technology is not just a tool that helps the compliance team within the bank – the technology helps the whole organization in different ways and ensures that compliance continuously improves. Compliance is the responsibility of everyone within the bank.

How Compliance Technology Helps Uphold Core SOX Compliance Principles

360 factors

Much has been written about SOX compliance and there are many dedicated SOX compliance management tools that businesses can use. What is often overlooked in this conversation is how the goals of SOX compliance and compliance technology overlap.

Why HR Technology Matters Now More Than Ever

When a crisis hits, HR technology gives business leaders the data, tools, and support to make important business decisions quickly. In this report, Josh Bersin breaks down the 4 key benefits of HR tech and demonstrates through case studies how business leaders can leverage it to solve problems and grow. Download this report to learn more!

ISO Human Capital Reporting Guidelines

Auxillium West

also see Blog on SEC Human Capital Resources Reporting ). Two years ago, ISO 30414 was published, dealing with “Human resource management — Guidelines for internal and external human capital reporting” (1). Here is the list of the main categories: Compliance and ethics.

Compliance Corner: I-9 Update

CIC Plus

However, it is important to note that once normal, in-person operations resume, all employees who were onboarded using remote verification (as described above), must report to their employer within three business days for in-person verification. Compliance CornerOnce again, the U.S.

The Importance of Enabling Streamlined Compliance Monitoring and Testing

360 factors

Compliance monitoring and testing enables organizations to detect potential issues and vulnerabilities in the risk and compliance management framework of the organization. A look at the workflow shines a light on how difficult the process can become for risk and compliance teams.

What is EEO-1 reporting – and why is it important?


But what about more ongoing employer obligations with the EEOC , such as annual EEO-1 reporting? What is EEO-1 reporting? It’s a report submitted by employers that shows the racial and gender breakdown of their workforce. Information and data included in an EEO-1 report.

How SOX Compliance Tools Can Enable Banks to Get Started with Compliance Technology

360 factors

As compliance technology becomes more accessible, more banks are dipping their toes to understand how they can utilize the technology to improve their bottom line. This approach is laudable and very appropriate for the modular compliance solutions that are en vogue these days.

2020 Report: The Future of HR

Paycor asked more than 500 leaders of medium and small businesses to talk about the present and future of HR. Download the guide and see what they said. Their responses will surprise you!

Release Notes: Applicant Stages and Disqualification, Compliance Reporting and Application Template Updates

ExactHire HR Trends

Release Notes: Applicant Stages and Disqualification, Compliance Reporting and Application Template Updates. The available stages are standardized across the platform so that your reporting is simplified, and so insightful time to hire by stage data can be aggregated across our platform in the future. Employers are able to run custom reports that include disqualification reasons as well. Customized reporting and insights. Affirmative Action Plan reporting.

HR leaders report soaring amounts of stress


Other areas of focus include recruiting (14%), compliance, safety, labor concerns (13%) and employee benefits (13%). What’s keeping HR up at night? In a year defined by a pandemic, social and political unrest and a contentious election , well, a lot.

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4 Reasons Compliance Teams Excel When Using Regtech

360 factors

A lot has been written about how businesses can manage compliance easily using Regtech-based compliance management solutions. What often gets lost in all that talk is how technology helps the compliance managers and their teams achieve better satisfaction levels at work as well.

Background Check FCRA Compliance for Employers

Accurate Background

One important thing to look for when using a professional background screening company is expertise with compliance. It is critical for employers who use background screening companies to understand their own responsibilities under the Fair Credit Reporting Act (FCRA). Compliance

HR Technology Trends and Compliance Guide

Speaker: Marcus Ambrozy, Senior Sales Consultant, Hodges-Mace

Technology is evolving, and the workplace is evolving with it. In 2016, 43% of Americans reported that they spend at least some time working remotely, and Gallup has found that the ability to work flexible hours and work remotely greatly impacts employees decisions about whether or not to leave a job. For HR professionals, technology can improve the accuracy of your payroll data, make it easier to enroll employees in benefits (and change them), and free up your time for the big-picture projects you need to focus on. However, with change comes complications, and the key to maintaining compliance across a diverse and shifting employee landscape depends on implementation.

Observing Workplace Compliance During a Crisis

TalentCulture - Recruiting

49 states and the District of Columbia have reported more than 4,500 cases of coronavirus and 88 deaths. The post Observing Workplace Compliance During a Crisis appeared first on TalentCulture.

Report COVID-19 Positive Test Result to Workers’ Comp Carrier


The new law in California that went into effect on September 19, 2020, requires an employer to report a positive COVID-19 test to their workers’ compensation carrier within three business days from when the employer knows or reasonably should have known that an employee has tested positive.

The Basics of Regulatory Compliance

360 factors

Regulatory compliance is one of the central components of our GRC solution – the compliance module has even been endorsed by the American Bankers Association – thus it is a topic we are very interested in. So, what exactly is compliance and why is it so crucial to our economic system? What is Regulatory Compliance? Regulatory compliance is the function that organizations have to establish procedures that ensure internal and external regulatory compliance.

How Technology Increases the Speed of Compliance Workflows

360 factors

It can be challenging to quantify the extent of improvements a business will observe when implementing compliance technology. A core reason so many experienced people have this view is due to their own experience with compliance management. Compliance Timelines.

Employee Performance Management - What Your CFO Needs to Know About Culture Before Investing

Speaker: John Frehse, Senior Managing Director, Ankura

Often, the only thing they can agree on is compliance and reporting. Labor is probably your number one CONTROLLABLE cost. Talented employees are also a scarce resource.

HR Compliance in a Legal Whiplash World

Ultimate Software

HR compliance is hard. Trust me, when HR has a say in making the law, compliance is easier. We’re almost a year away from filing a new EEO-1 pay report that the new Acting Chair of the EEOC dislikes. Meet us, let us buy you a donut or lunch, and ask us lots of questions to help keep you in compliance. The post HR Compliance in a Legal Whiplash World appeared first on Ultimate Software's Blog. Compliance Human Resources guest post

Navarro tames planning, compliance & reporting using Workable Hiring Plan


Manually set job IDs required for EEO reporting. Federal contractor with more compliance & reporting requirements than a public company. Use recruitment reports to deliver daily updates to key stakeholders and comply with regulations. The additional reporting requirements associated with being a federal contractor were also draining resources. “As Workable’s reporting toolkit provided a powerful solution to its relentless reporting schedule. “I

ACA Reporting Requirements 2020


Key 2020 ACA Reporting Requirements and Deadlines Coming Up in 2021. These deadlines relate to filing employer 1095-B/C forms for the 2020 reporting year. Federal ACA Deadlines for 2020 Reporting Year. State ACA Reporting Deadlines. This form is also reported to the IRS.

Are Your Employment Law Policies in Compliance?

HR Counselor's Corner

Are you confident you’re in compliance? Completing an HR Assessment can ensure legal compliance with federal and state employment laws, regulations and HR best practices. Performing the assessment will not only help you measure risk and legal compliance, but also identify areas in need of process improvements – all of which could threaten the continued success of your business. . The post Are Your Employment Law Policies in Compliance?

Sections 6055 and 6056: IRS Reporting Compliance

Tango Health

What is IRS 6055 and 6056 Reporting? ALEs are required to self-report their compliance with the ACA to the Internal Revenue Service (IRS) on an annual basis. Sections 6055 and 6056 of the IRS code describe the related reporting requirements. Most ALEs subject to the ACA will have completed three annual cycles of 6055 and 6056 reporting thus far and should be well along in preparing for the upcoming 2018 filing season. How must this information be reported?

Two Compliance Lessons That Apply Across Industries

Allegis Global Solutions

A look at how two financial services companies addressed unique compliance needs reveals that a strategic approach to compliance is essential regardless of geography or sector.

4 key steps to maintaining HR compliance


These days, managing HR compliance is like a game of Whac-A-Mole. Fortunately, there are key steps employers can take to stay on top of evolving labor legislation—starting with a basic, four-pronged strategy for maintaining daily HR compliance.

Pay Equity in 2021: California’s New Pay Reporting Policy

Astron Solutions

What is California’s New Pay Equity Reporting Policy? Under this new law, California employers (a) with 100 or more employees and (b) that are required to file an annual Employer Information Report (EEO-1) under federal law, must submit an annual report to the Department of Fair Employment and Housing (DFEH) that includes the number of employees and the hours they worked. In each of the job categories in the federal EEO-1 report.

The EEO-1 Reporting Deadline is Just a Few Weeks Away: Here is What You Need to Do to Stay Compliant with the EEOC


This article is the final installment in a three-part series on the EEO-1 Report and EEOC Compliance The key to filing a timely and accurate report is educating yourself on Equal Employment. Equal Employment Opportunity Commission EEO-1 Report EEOC ComplianceVisit site for full story.

Report 172

EEO-1 Reporting Requirements Finalized


The hotly contested issue of what exactly needs to be filed for EEO-1 reporting this year has been resolved—at least for now. Pay data for both 2017 and 2018 must be reported to the Equal Employment Opportunity Commission (EEOC) by September 30, 2019. hr Compliance Employment LawThe data that has been required in years past was still due by May 31, 2019.

California Enacts New COVID-19 Notice, Reporting Requirements


On September 17, 2020, Governor Gavin Newsom signed AB 685 , a new law establishing stringent COVID-19-related notice and reporting requirements for public and private employers. The new law takes effect January 1, 2021 , but employers should quickly become aware of its complicated requirements in order to ensure compliance in January. The post California Enacts New COVID-19 Notice, Reporting Requirements appeared first on HRWatchdog by James W.

SEC to Require Talent Metrics Reporting: What’s Your Talent Story?


HRExecutive Magazine recently reported that the SEC has begun requiring talent metrics reporting for disclosure staring in 2021. Public companies are scrambling to determine what to report and how to report it. What Talent Metrics Reporting is Required? Surprise!

Compliance Countdown: Discussion Notes for ACA Reporting


Following the week's news of the Graham-Cassidy bill's demise , it is time to make plans for ACA compliance. Our benefit experts discussed about our robust solution for ACA compliance & reporting: ACAManager automates compliance with one-click filing. ACA Fulfillment ensures your IRS-required forms are disbursed and submitted. Affordable Care Act Webinar

Compliance Questions Every Bank Needs to Ask

360 factors

Simply thinking about how to improve the compliance performance of an organization is a vague proposition and can result in a confusing answer. As the American Banker Endorsed compliance solution provider, we spend most of our time helping banks and ask these questions.

Midsize Business Owners – EEO-1 Compliance is a MUST! Here’s Why


This article is the second in a three-part series on the EEO-1 Report and EEOC Compliance The EEO-1 Report is serious business for companies who are required to file by the Equal Employment. Equal Employment Opportunity Commission EEO-1 ReportVisit site for full story.

California Releases Employer COVID-19 Compliance Portal


The website also consolidates information and resources related to employers’ obligations when an employee is sick or exposed to COVID-19, including recording and reporting requirements, outbreak information, cleaning procedures, leave benefits and return-to-work criteria.