Author: The HR Experts

I-1433 Paid Sick Leave & Minimum Wage

Seminars limited to winter 2018 only (depending on demand).

FINES UP-TO $40 per violation!

Are you in compliance?
Do you have questions about I-1433?
Don’t know yooptions?

Start your New Year off right and take advantage of this exclusive opportunity to better understand that I-1433 not only increases the minimum wage but also requires Washington employers to provide paid sick leave to most employees beginning January 1, 2018.

Instructor, Juli Bacon will nail down the facts you need to know, in this interactive seminar. Bring questions and your current leave policy and follow along with Juli as she dissects various possibilities you have available in order to be compliant with the new law. Get answers to you your questions and leave confident with a better grasp on the I-1443.

REGISTER TODAY class dates and sizes are limited.

Click HERE for all classes and to enroll in one today!

Effective January 1, 2018, in accordance with WAC 296-128-620, all Washington state businesses will be required to provide paid sick and safe leave time to all eligible employees. Labor and Industries very recently released the guidelines for how this leave should be tracked and communicated to your employees.

Non-exempt/hourly employees will be eligible to accrue 1 hour of sick time for every 40 hours of worked time at their normal hourly compensation with no annual cap. If you are an employer doing business in the City of Seattle, please note there are changes to the City’s requirements related to the City ordinance established in September 2012. There are now established Tiers for accrual rates based on employer size, which are different than the State’s accrual rates. Click HERE for more information.

As this new state law has many implications to your company’s existing time off policies, collective bargaining agreements, payroll system, time off request process and notification process to employees, we’d like to let you know your HR consultants at JB Consulting Systems are here to help.

Failure to review and make changes to your current processes could lead to significant fines from the State of Washington. Don’t wait or set this aside. For more information on the Paid Sick and Safe Leave law, please click HERE for the Washington Sate LNI website.

If you currently have a PTO, Vacation or Sick leave policy, you should have it reviewed by an HR professional to ensure compliance. Under the law, employers must notify existing employees of the new policy by March 1, 2018 and it’s recommended that they sign an

The Human Resources professionals from JB Consulting Systems are available to help your team build more positive working relationships, find meaning in their roles, and implement best practices to cultivate a more engaging workplace.  Feel free to contact us for your HR needs.

Effective Jan.1, 2018

       

 COMPLIANCE ALERT

 Washington State Requires Paid Sick and Safe Leave for Employees

Effective January 1, 2018, in accordance with WAC 296-128-620, all Washington state businesses will be required to provide paid sick and safe leave time to all eligible employees. Labor and Industries very recently released the guidelines for how this leave should be tracked and communicated to your employees.

Non-exempt/hourly employees will be eligible to accrue 1 hour of sick time for every 40 hours of worked time at their normal hourly compensation with no annual cap.

As this new law has many implications to your company’s existing time off policies, collective bargaining agreements, payroll system, time off request process and notification process to employees, we’d like to let you know your HR consultants at JB Consulting Systems are here to help.

Failure to review and make changes to your current processes could lead to significant fines from the State of Washington. Don’t wait or set this aside.

JB Consulting Systems is offering a variety of service packages related to the NEW WA State Sick & Safe Leave Law to help you prepare. Contact us for the following:

Option 1: Purchase Fillable Form Policy – $150 paid via weblink

After your purchase,  you will receive an email with a link to your download

*Note: complies with Basic WA state Sick and Safe Leave, but may not comply with individual city leave laws

Includes:

  • Basic form fill policy for companies w/49 and fewer employees
  • Form to request time off

Option 2: Custom policy

Includes:

  • Review current policy and advise on best option for your company
  • Policy with logo and company name
  • Form to request time off
  • Minimum 2 hour retainer

 If you currently have a PTO, Vacation or Sick leave policy and need  it reviewed, click here

Payroll Administration through JJBizWorks:

Need support to update your current payroll process or system? We can provide Payroll Administration and/or Bookkeeping support for your business. Please contact us directly for more information.

The Human Resources professionals from JB Consulting Systems are available to help your team build more positive working relationships, find meaning in their roles, and implement best practices to cultivate a more engaging workplace.  Feel free to contact me with your HR needs.

Register today!  Click here

Are you confident your current policy abides by I-1433?

Fines can be up to $40k per violation!

Attend in person in Yakima or through a live webinar at home or at the CWHBA Wenatchee location!

If you are personally attending, bring a copy
of your policy to review with the instructor!

 

Are your leave policies ready for I-1433? I-1433 re

quires Washington state employers to provide paid sick leave to most employees beginning January 1, 2018 and increases the minimum wage.

Presentation Highlights:
• Learn what leave you will be required to provide employees.
• Understand that if you already have leave policies in place, you need to know what changes are needed to comply with the new law.
• Hear about a few of the ways you can prepare your policies to comply and ensure you’ve considered and weighed your options with enough time to roll out new revised policies in time for the New Year.
• and much more!

Click here for link to register and for more information:

BIAW Education Program

Are Your Leave Policies Ready For I-1433:

Paid Sick Leave?

In November 2016, Washington voters passed Initiative 1433 which raised the state-wide minimum wage and introduced paid sick and safe leave across the state. The new paid leave law will be effective January 1, 2018.

The Department of Labor & Industries (L&I) has recently issued new administrative rules for the new paid leave law.  With these new rules in place, this seminar will review what employers need to know to be in compliance and stay in compliance after January 1, 2018.

Presentation Highlights:

  • What do I need to know now in order to be ready when the law goes into effect on January 1, 2018?
  • What are the best practices and policies to put into place before year end?
  • What changes and clarifications appear in the new administrative rules?
  • What type of challenges should you be aware of and how they might affect your business.
  • What to consider when drafting your company policy.
  • When and how to effectively communicate the law’s requirements and your company policy to your managers and employees.

Be Sure to Bring a Copy of Your Current Policy to Review with Juli!

Presented by:

Juli Bacon, President

JB Consulting Systems, LLC Juli Bacon, entrepreneur and long time member of the local, state and national homebuilding associations, is driven by a competitive nature and a desire to affect change. Bacon, a nationally recognized speaker, works to achieve results and has a passion for helping small businesses succeed. Bacon helps her clients overcome the challenges of workforce development in the construction industry.

Thursday, December 7, 2017

9:00 am – 10:00 am

Cost:

SHBA Members – $FREE

Non-Members – $35

 

Location:

SHBA Boardroom

5813 E. 4th Ave., Suite 201

Spokane Valley, WA 99212

For More Information:

kimw@shba.com

509.532.4990

www.SHBA.com

If you learned that one of your employees was in a hate group or participated in hate group activities outside of the workplace, would you have grounds to terminate their employment?

It’s a very sticky scenario and should be dealt with on a case-by-case basis and only after seeking both HR and legal advice.

There are no federal laws protecting hate groups, such as white nationalists, and these groups are not protected or accommodated under the Title VII of the Civil Rights Act of 1964. Courts have rejected the supposition that groups such as the Klu Klux Klan (KKK) are considered religions, and therefore are not protected under the law. And as far as the First Amendment’s protections go, they only apply to the government and not private-employers.

In some states, employers are prohibited from taking action against these employees and it can be considered discrimination if the employee was participating in off-duty activities, such as rallies.

It’s a risky proposition to fire someone just because of their beliefs; however, the employer must take into consideration how the employee performs and behaves in the workplace. Their oppositional beliefs outside the workplace may bleed over into their ability to work cohesively with others, creating tension, hostility and may lead to harassment – which is illegal.

How to handle activities associated with hate groups

Weigh the risks. See guidance. And make sure your company policies and handbooks are up-to-date and site all the federal and state regulations related to anti-harassment and discrimination.

 

A new scam is hitting email Inboxes nationwide, which the U.S. Citizenship and Immigration Services (USCIS) is warning employers to be aware of and not respond to the request. The scam emails are being sent to employers requesting employee Form I-9 information. The emails appear to come from USCIS, but they are from a fake address: news@uscis.com.

Even though the email mentions USCIS and the Office of the Inspector General, you should not submit any information or respond back. While employers are required to have a completed Form I-9 for every employee, they are not required to submit the forms to USCIS. The emails are a scam to get names, social security numbers and other Personally Identifiable Information (PII) for reasons of identity theft. Protect your employees’ information by not responding to this phony request.

If you receive an email and you are not sure if it is a scam, you can forward it to the agency’s webmaster at uscis.webmaster@uscis.dhs.gov.

Year-end is just around the corner. One of the early steps you can take to ease preparation for your year-end taxes is to ensure that your Vendor W9 information is in order. This article will give you good guidelines for a proper W9 information review.

Many business owners ask the question “Do I really need a W9 form from these guys?”, and the answer is usually “Yes!”

If you pay anyone by check for any kind of services to your business, you need to ask yourself this simple series of questions to ensure you have the proper forms from them:

  • “Is this person my employee or a vendor?” Both the IRS and L&I websites have a very helpful page for classification of vendors vs. employees. Visit independentcontractor.lni.wa.gov/ or https://www.irs.gov/businesses/small-businesses-self-employed/independent-contractor-self-employed-or-employee
    • If they are an employee, you need to have their W4 form (plus other employee paperwork, of course).
    • If they are a vendor, you need to have a W9 form.
  • “What am I paying them for?” You need to have W9 information for anyone that provides you services. This would exclude folks you are paying for only products without any service. For instance, if you are reimbursing someone for supplies purchased for your business, or if you are purchasing office supplies. For some reason, many people feel like legal services may be exempt. This is not true, and in fact, this is one area that the IRS has special rules in relation to Vendors and 1099s.
  • “What method of payment am I using to pay them?” If you are paying someone via Credit Card or Debit Card, you do not need to worry about collecting a W9 from them. However, if you pay using any form of a check (ACH, EFT, cash, Direct Deposit, Online Bank Check, personal transfer, etc.) you will need to have a W9 form. It is a good to collect a W9 from all vendors so that if your payment method changes you aren’t missing this critical information.

The main reason that businesses fail to collect the proper W9 forms for their vendors, is because they are pretty sure that the vendor will be exempt from 1099-filing requirements. “I don’t need their W9 because the company is a non-profit organization, and that is exempt from the 1099 requirement.” This is incorrect. You l need to have their signed W9 form on record, as that is their signed statement that gives you the information to determine if they are in-fact exempt from receiving a 1099 or backup withholding. This proves that you had a reason to classify them as exempt based on information they provided to you instead of your own assumption. Failure to collect a W9 form from someone who turns out not to be exempt is tantamount to helping this vendor/service provider commit tax evasion. Such an act exposes you to penalties, fines and even imprisonment.

Here is a link to the current W9 form, available in form-fillable pdf format on the IRS website: https://www.irs.gov/pub/irs-pdf/fw9.pdf

Often the thought of performing an over-all review of all paid workers seems overwhelming. We can help! We excel at quickly and efficiently reviewing your records, and aiding in the process of updating your records so that you are all ready to go for year-end tax filing. Feel free to visit our website to see what other types of support we offer for businesses! www.jjbizworks.com

The U.S. Citizen and Immigration Services have issued a new I-9 Form that employers will be required to use effective September 18, 2017. The new form is used by HR and anyone in the position of hiring new employees, to verify employment eligibility. The current rules on storage and retention of I-9 Forms have not changed.

At first glance, you may not see a noticeable change in the form. However, the revisions relate to the List of Acceptable Documents and update List C’s required documents to reflect the most current version of the certification or report of birth issued by the U.S. State Department.

If you are an employer that has your new hires complete Form I-9 online, there is a newly added option for the Consular Report of Birth Abroad Form FS-240, which apply to certain employees who were born overseas to U.S. citizen parents. If using E-Verify, you’ll also be able to select this option.

Depending on your current new hire orientation or first day practices, the I-9 Form completion policy is still required at the time of hire. Employers may want to revisit their current business practices to ensure you are complying with the USCIS legal requirements.

The final modification on the Form I-9 is the change to the DOJ Office of Special Counsel for Immigration-Related Unfair Employment Practices name, which has been changed to the Immigrant and Employee Rights section.

Deadline Compliance:

You may continue to use the old form through September 17th, but begin using the NEW FORM immediately effective September 18, 2017 . You may recycle older versions but any new employees hired as of that date must use the new forms. Failure to comply by this deadline can result in significant fines if audited.

Current employee’s need not complete any new paperwork unless it is for Reverification or Rehire purposes under the State and Federal guidelines.

DOWNLOAD a copy of the new Form I-9 HERE.