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    Archives for February 2022

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    For many remote employers in 2022, permitting their team to work remotely has created unforeseen challenges. One of the costliest challenges is related to remote workers and returning equipment. Especially when workers may leave their job under unfavorable circumstances, there are often complications with returning company property. Many employees are returning to the office space full-time or on a hybrid basis, and sometimes still not returning company property. These employees may be enjoying the option of a home office or simply have forgotten to return laptops, cell phones, headsets, etc. MP’s HR experts share what employers and human resource departments should know about remote employees and best practices for the return of company equipment. Read the article to:

    • Learn five steps employers may take now to retrieve missing property
    • Get proven strategies for preventing the loss of company property
    • Find out how to avoid noncompliance with state laws when requesting missing property
    • Determine if charging the employee (or ex-employee) the cost of missing equipment is a viable course of action

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    Employers and HR leaders should use the same basic strategies to maintain compliance every year: perform a compliance audit and update their employee handbook, ensure compliance with all relevant state, federal, and industry rules and regulations, and train managers to consistently carry out policies. Additionally, HR departments should be updated on compliance requirements and employment laws to pay special attention to every year. Here are the top HR compliance considerations for employers in 2022. Read the article to:
    • Find out the five areas of compliance employers should prioritize in 2022
    • Learn how remote employers’ compliance requirements are likely to be expanded in 2022
    • Uncover why following federal and state laws for classifying employees will be critical in 2022
    • Understand how COVID will impact workplaces and HR teams this year when it comes to OSHA, the Department of Labor, and state and city-wide laws

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    In the 2022 job market, every employer is experiencing unprecedented employee turnover. Losing top talent is costly, especially when the labor market is already tight. Poor employee retention impacts the company’s bottom line and leaves those who stayed in the work environment to pick up the slack (and potentially burn out). One of the most compelling reasons for a strong employee retention strategy is that seeing their coworkers leave or quit will encourage employees to do the same. As noted in a recent New York Times article noted, witnessing coworkers leave or quit makes an employee much more likely to do the same. Quitting is the workplace pandemic in 2022, and the only approach human resources departments and employers can use to fight it is robust employee retention strategies. In the second article of this two-part series, MP’s HR and compliance experts share five proven strategies to retain employees and develop a better company culture in the long term. Read the article to:
    • Understand why flexible schedules are proven to improve employee retention
    • Learn critical management techniques that will boost employee retention, whether a team is working from home or the office
    • Find out how meeting optimization improves employee retention
    • Outline concrete steps managers can take to implement employee retention strategies today

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    In the wake of The Great Resignation, every employer is compelled to prioritize employee engagement. Losing high performing team members is expensive, especially when it leads to lower productivity, poor business outcomes, and burnout of the staff that stays. Perhaps the most dangerous consequence of not implementing concerted employee engagement strategies is that it often encourages employees to quit or leave for new roles. A recent New York Times article noted, watching coworkers quit makes another employee feel safer and more ready to quit themselves. Quitting is its own pandemic in 2022, and the only way employers will successfully fight it is to focus on company culture and improving employee engagement. In this two-part series, MP’s HR and compliance experts share nine proven strategies for cultivating a highly engaged workforce in 2022—and beyond. Read the article to:
    • Get proven strategies for strengthening relations with disengaged employees
    • Find out cost-effective ways to boost employee happiness at work
    • Learn powerful team-building tactics that don’t consume managerial time
    • Discover employee engagement ideas that also motivate teams to perform at a higher level

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    Satisfying the Affordable Care Act (ACA) employer mandate and meeting the reporting requirements and filing deadline is always a complicated task for applicable large employers (ALEs). Now, 2021 reporting will be especially burdensome because the pressure is higher for every file form to be accurate. This tax year, the IRS has eliminated good faith relief, putting employers entirely on the hook for any errors in their Form 1094-C or 1095-C. To ease the burden of meeting ACA reporting deadlines this year, employers should consider electronically filing their ACA reporting forms. MP’s HR and payroll compliance experts share five reasons reporting entities should complete their ACA reporting online this calendar year. (Note employers that will have more than 250 forms to be filed with the IRS must file electronically. Employers with more than 250 full time equivalent employees cannot file paper forms with the IRS.) Read the article to:
    • Find out how electronic filing helps employers clean up their own payroll data
    • Discover why electronic filing assists employers in dodging steep penalties
    • Learn why (and how long) electronic filing pushes reporting deadlines for employers
    • Uncover how electronic filing helps employers protect themselves from IRS errors and erroneous penalties or penalty assessments

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    On December 9, 2021, the IRS published the final Affordable Care Act (ACA) reporting instructions for the 2021 tax year (and the 2022 calendar year). The instructions for Applicable Large Employers (ALEs) include the final Form 1094-C and Form 1095-C, new codes related to individual coverage health reimbursement arrangements, details on every filing deadline, updates on Good Faith relief, and information about electronically filing forms with the IRS. To satisfy the ACA employer mandate and avoid penalties, all Applicable Large Employers (ALEs) should know these six considerations in 2022. Read the article to:

    • Learn the ACA reporting deadlines for this calendar year
    • Find out detailed information about the 2021 ACA reporting forms
    • Outline best practices for filing forms with the IRS
    • Discover new codes for ACA reporting