10/25/21- SHRM- TLB

Compliance Corner: 2021 Wrap Up

Press Release from isolved

One of the toughest parts of running a business is ensuring compliance with labor legislation and regulations. Whether that means staying in the loop with government proposals for the COVID-19 pandemic or simply making sure labor law posters are displayed correctly, there are many compliance-related tasks that human resources (HR) teams need to keep tabs on.

To help, isolved’s People Services team answered common questions for specific compliance topics every month in 2021 via isolved’s Compliance Corner blog series.  Read below for some of the year's highlights:*


Stay Compliant with Labor Law Poster Requirements

Did you know labor law posters need to be accessible to remote workers? Employers can upload the information on their Client Landing Page in isolved or on their company’s intranet to stay in compliance. Learn more – including how often posters need to be updated – by reading this Q&A with isolved People Services Manager Stephanie Lewerke.


Brush Up on EEO-1 Reporting Details

The Employer Information Report EEO-1, which is also known as the EEO-1 Report, needs to be submitted annually. Learn why this report is important and what information needs to be included by reading our Q&A from February with isolved People Services HR Consultant Rachel Barr. 


Ensure I-9 Forms are Filled Out Correctly

Employees must complete Section 1 of the I-9 form on their first day of work and present appropriate documentation by the end of the third business day after their first day of pay. If documentation isn’t completed in a timely manner, employers may terminate that employee to avoid risk of penalties. Discover what else you need to know about I-9 forms by reading our Q&A with isolved People Services’ Casey Walters.


Common Questions About COVID-19 Vaccines

There have been many questions surrounding COVID-19 vaccines requirements for employers in 2021. Although there are still some unanswered questions, isolved’s People Services team has provided insight for how to execute return-to-office strategies, as well as tips for offering vaccine incentives.


Get Familiar with FMLA

In most cases, employees are eligible to take leave under the Family Medical Leave Act (FMLA) if they work for a covered employer and have worked 1,250 hours during the 12 months prior to the start of their leave. Discover common reasons why employees take FMLA, as well as what proof they need to provide their employers by reading the Q&A from May with isolved People Services’ HR Business Partner Gary Churnovic.


Learn About HR Outsourcing

What is the difference between a professional employer organization and an administrative service organization? Our Q&A from June answers this question and more. Read it now to learn about HR functions that are commonly outsourced and why doing so can be beneficial for employers.


1099 vs. W-2 Tax Forms: What’s the Difference?

1099s and W-2s are tax forms employers use to report wages and taxes withheld for different workers. While there isn’t a magic formula to determine classification for employees, the IRS does offer some guidance. Discover what that guidance looks like and learn why it’s important to prevent misclassification of employees by reading this Q&A with isolved People Services’ HR Business Partner Casey Walters.


Implement an Incredible Internship Program

Implementing an internship program can come with many benefits for employers, including building relationships with a pool of potential employees. Find out what steps need to be taken to develop an internship program and how to recruit for interns by checking out this Q&A with isolved People Services’ HR Business Partner Kristin Wright.


Be Proactive with Year-End Planning

Did you know that year-end HR planning should ideally begin mid-year? In fact, most planning should be completed by the start of Q4. Read this Q&A to learn how to prioritize responsibilities and streamline Affordable Care Act (ACA) requirements so you can get a head start on 2022 activities.


* This blog is not legal advice. Please seek proper legal advice.


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