P & G Built Solutions’ Post

Attention Maryland workers and employers! Starting today (October 1), most Maryland employers must provide workers with a written statement each payday with information about their pay calculation, including hours, rates, compensation, and deductions. Employers posting jobs must include information about compensation and benefits in their postings. More information about both of these new laws, including FAQs, optional templates (that employers may choose to use to satisfy their obligations), and instructions, is available here: https://lnkd.in/eHEV6hT9.

This just in - the state of Vermont will soon be adopting pay transparency laws, which will go into effect 7/1/2025. It will be interesting to see if any other states will follow suit and adopt similar measures in the coming year. #PayTransparency

It is a business imperative to cultivate a culture of openness and equity in pay. Bravo to Vermont for joining Illinois and a few others states to implement #paytransparency.

In the Loop - November Report Shows More Employers Are Adapting Pay Transparency Practices States and localities have been adding pay transparency requirements since 2021, with even more set to go into effect. Effective Oct. 1, 2024, Maryland employers must disclose certain wage range information in all public and internal job postings. Furthermore, Illinois, Vermont and Minnesota are adding pay transparency rules that will be implemented in 2025. How, Where and When to Vote in Upcoming Elections Election Day is Tuesday, Nov. 5, 2024. If you plan to vote, you must register to become a voter. Every state requires this except North Dakota. Some states allow you to register on the day you vote; others may require advance registration. Click the Link below to Read more! https://lnkd.in/g7AUtCS8

Starting January 2025, Illinois employers face strict new pay stub requirements. The Illinois Wage Statement Act introduces comprehensive obligations that could result in $500 penalties per violation. Key requirements include: 🔹Detailed pay period information on every pay stub 🔹Three-year record retention 🔹21-day response window for pay stub requests 🔹One-year electronic access for former employees As your workforce solutions partner, People2.0 manages these compliance requirements. Our expert team ensures you meet all obligations while focusing on your core business. Read our latest blog post to learn: ✓ What information must appear on pay stubs ✓ How long to maintain records ✓ Steps to protect your business ✓ Ways to streamline compliance https://hubs.ly/Q0309w8v0 #WorkforceSolutions #PayrollCompliance #IllinoisEmployers

Last Friday, the Grand Rapids Chamber hosted a virtual update on the Michigan Supreme Court's decision to overturn the "adopt-and-amend" strategy, resulting in higher minimum wage, elimination of the tip credit, and expanded paid leave. Employers across the state will face significant impacts, particularly in industries heavily reliant on tipped workers. Olivia Lanctot, an attorney at Smith Haughey Rice & Roegge (@smithhaughey), provided a comprehensive overview of the ruling and its implications. Olivia recommended that employers: - Identify all employees and their current wage rates. - Determine positions that may need to be modified. - Assess short- and long- term budgets to ensure compliance with the timeline. - Include Paid Time Off and Sick Time in budget analysis. - Involve your CPA and HR teams if applicable, assess your systems and capabilities. Get the recap or watch the full webinar here: https://lnkd.in/gtNTaE6K What's next: The Grand Rapids Chamber is working in partnership with various allies to lessen the impact and find solutions to potential challenges, particularly for small businesses and the service industry.

January is when most people get fired. Your employer is making those decisions right now - before Christmas - and is just waiting for the holidays to pass. If they’re planning on firing you, chances are they’ve already created a paper trail. Sometimes we see employers who don’t bother to wait - they’ll fire you in November - before Christmas - and then withhold your end-of-year bonus or commissions. Some will even wait until February or March to disburse bonuses (most folks start new jobs in January so, if you’re gone by then, they’re hoping you’ll forget about your bonus). Is that legal? It depends. Word to employers: be careful with those schemes. If the bonus isn’t discretionary - if it’s already been earned - it doesn’t matter when you fire them. You’re just going to end up paying your own defense lawyer and the plaintiff’s lawyer. You don’t need a lawyer to #dotherightthing. An employee’s exit from the company does not end the employer’s obligation to pay the employee for work he or she has already performed. Last week, the Virginia Court of Appeals issued a very important opinion vindicating our position that the Virginia Wage Payment Act must be liberally construed. Campbell v. Groundworks Operations, LLC_2024 Va. App. LEXIS 661. “In summary, we conclude that the Act's remedial purpose to protect the payment of employees for services rendered requires us to define ‘wages’ broadly to include the payment of commissions for services rendered in the employee/employer relationship.” The court noted that the fact the person was no longer employed did not cut off the employer’s obligation to pay commissions already earned. #wagelaw #virginiawagepaymentact

In case you missed it: a round-up of recent labor-related bills passed in MN. There's info in here for both employers and employees; keep your eyes open!

WATCH: U.S. TAXPAYER RIP OFF – 23-PERCENT OF COMMERCE EMPLOYEES OVERPAID Last year, I co-authored an editorial with U.S. Senator Joni Ernst published at Newsweek: Where’s Waldo At Club Fed? We found that the average pay in 109 of 125 federal agencies was more than $100,000 per employee and after just three years federal employees received 44 days – 9.5 full work weeks of paid time off! Furthermore, the Biden Administration redacted (hid) 350,000 names and 280,000 work locations from the payrolls. And these employees aren’t spies or intelligence officers – they are rank and file workers within the alphabet soup of traditional federal agencies like Education, Health and Health Services, EPA, or IRS. https://lnkd.in/eEihiQdw

On January 1, 2025, amendments to the Illinois Equal Pay Act will add Illinois to the list of states requiring employers to align with pay transparency and promotion posting requirements. Most employers in Illinois will be required to disclose pay ranges and benefits in their job postings, make opportunities for promotion known internally, and follow certain recordkeeping requirements.  Learn more: https://lnkd.in/eXmT8PHc