New Earned Sick Leave Policy (Cook County)

New Earned Sick Leave Policy (Cook County)

An upcoming change may affect your current and/or future employment or hiring practices! The Cook County Board passed a paid sick leave ordinance that requires most employers in Cook County to provide paid sick leave for their employees. It will take effect on 07/01/2017 and mirrors the requirements of the City of Chicago paid sick leave ordinance passed earlier this year.

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FLSA Exempt Salary Rule Effective December 1st 2016

 

GLA wants to keep everyone notified of an upcoming change which may affect current and/or future employment or hiring practices.  This is a significant change in the manner in which employees are classified as “salary” vs. “hourly” from a Department of Labor standpoint!

What Is The New Overtime Rule?


GENERAL:

 

  • Workers who do not earn at least $47,476 a year ($913 a week) must be paid overtime, even if they're classified as a manager or professional

  • The Department of Labor will increase the above amount every three years. Based on current projections, the threshold is expected to rise to ~$51,000 on January 1, 2020

  • Employers cannot avoid overtime pay by paying out wages on an uneven basis.  Gross pay must be at least $913 per week (“the salary test”) whether paid, weekly, bi-weekly, semi-monthly, monthly or quarterly

  • Additionally, this updates the salary test to allow employers to include non-discretionary bonuses and incentive payments (including commissions) to satisfy up to 10% of the new standard salary level. These bonuses must be paid at least quarterly


RETIREMENT PLAN CONSIDERATIONS:

  • Workers participating in a 401K/SIMPLE/SEP plan that currently classify as HCEs (Highly Compensated Employees) may return to the standard worker classification as the total annual compensation requirement increases from $100,000 to $134,004 per year


OPTIONS FOR EMPLOYERS:

After determining how your workforce is affected by the new rule, employers have some options for adjusting their compensation practices, according to the Labor Department. The options are:

  • Raise salary and keep the employee exempt from overtime: Employers may choose to raise the salaries of employees to the salary level to maintain their exempt status, if those employees meet the duties test (that is, the duties are truly those of an executive, administrative or professional employee). This option works for employees who have salaries close to the new salary level and regularly work overtime

  • Pay overtime in addition to the employee’s current salary when necessary: Employers also can continue to pay their newly overtime-eligible employees the same salary, and pay them overtime whenever they work more than 40 hours in a week. This approach works for employees who work 40 hours or fewer in a typical workweek, but have occasional spikes that require overtime for which employers can plan and budget the extra pay during those periods. Remember that there is no requirement to convert employees from salaried to hourly in order to calculate their overtime pay

  • Reclassify employees as hourly: Another option is to reclassify the employees as hourly and pay for each hour worked at a regular hourly rate and at overtime rate for the hours exceeding 40 in a work week

  • Evaluate and realign hours and staff workload: This might include removing some duties from a group of employees so that they can complete their work in 40 hours a week and transferring those duties to another group who have had their salaries increased to remain exempt

 

CLICK HERE to download a Word Document with examples on how to address the change with any of your affected employees.

2016 Open House & Shred Event!

 
2016 GLA Open House

Saturday, October 15, 2016 • 9am - 2pm


SHRED EVENT PITSTOP

3rd St & Schick Ave
Stop by 3rd St & Schick Avenue between 9am-1pm with up to three boxes of any paper documents you would like securely destroyed. GLA is proud to partner with the Village of Bloomingdale and the County of DuPage to bring you this event!


GLA'S ANNIVERSARY
OPEN HOUSE! 

GLA Office @ 130 W Lake St

After your shredding pitstop (or even if you don't go to the shredding), stop by our office any time between 9am 2pm, where Great Lakes Accounting is hosting an Open House reception! It’s been one whole year since we moved into our new space and we want to take time to appreciate all of our wonderful clients. Stop by our office for a morning of coffee, tea, pastries, and other goodies!

Raffle Time!

Want to win a new smart-watch or tablet? Everyone attending our open house gets free entry to our 2016 Open House SmartGear raffle. We will announce the winner on Monday, October 17.

 

Land of Lincoln Health Insurance shutting down; 49,000 affected!

 
 
 

What happened?

If you are currently enrolled with Land of Lincoln Health Insurance, this update directly affects you! After losing more than $90 million in 2015 and another $31.8 million in payments still due, the company is now being shut down by the State of Illinois. The shut down will affect about 49,000 people.

Policyholders of Land of Lincoln Health Insurance should expect an official letter detailing the shut down, including the official termination date. The state is allowing policyholders to purchase replacement coverage from a different insurer before their current plan terminates.

Important facts:

  1. Continue to pay your insurance payments to retain coverage until you switch providers.
     
  2. Failing to pay your premiums can result in losing your coverage prior to shut down and put your special enrollment in jeopardy!
     
  3. Health care providers are required to continue to honor their contracts with Land of Lincoln Health Insurance. Do not pay out-of-pocket for normally covered expenses!
     
  4. When you switch providers, your out of pocket & deductible amounts start over with the new plan.


Once you've received the formal shut down notice, contact your health insurance broker to assist you with any questions and transitioning to a new plan.