There are many advantages to direct deposit and paperless W-2s for both employers and employees. Below, we cover several of these advantages and discuss how you and your employees can access direct deposit and paperless W-2s in the RUN Powered by ADP® (RUN) platform.  ..read more

April is National Volunteer Month where employers can recognize the contributions of volunteers, and encourage more employees to get involved in their communities through volunteer work. Below, we address why an employer would want to promote volunteer service and how to do so ..read more

Interviews are critical for finding the right candidate for a job, but they must be conducted carefully in order to stay within the bounds of federal, state and local laws. Employers should avoid interview questions that are expressly prohibited by law, such as inquiries that may directly or indirectly reveal an applicant is a member of a protected group. Here are ten examples of questions to avoid, along with some suggested alternatives ..read more

More employees have been working remotely in the last few years and this can raise questions about an employer’s responsibilities with respect to workplace safety for these remote workers. Here are a few key points about these responsibilities ..read more

Non-exempt, non-exempt salaried and exempt are some of the most misunderstood terms when it comes to the federal Fair Labor Standards Act (FLSA). Unfortunately, misunderstanding these terms and the FLSA’s rules that govern them can result in costly penalties. To help you understand these classifications better, here are some key points about each ..read more

The federal Occupational Safety and Health Act (OSH Act) requires covered employers to maintain a workplace that is free from recognized hazards. The OSH Act also: Includes specific rules for various workplace situations and industries, addressing issues such as personal protective equipment, hazard communication, and emergency preparedness. Covers most private sector employers and their workers in all 50 states, the District of Columbia, and other U.S. jurisdictions either directly through the federal Occupational Safety and Health Administration (OSHA) or through an OSHA-approved state pro ..read more

Employers may want to monitor employee communications and activities to help promote a safe, secure and productive work environment. However, several laws, such as the Electronic Communications Privacy Act (ECPA) and the National Labor Relations Act (NLRA), govern whether and how you can monitor phone calls and computer use, or when you may conduct video surveillance. Below, we cover some workplace privacy rules and best practices ..read more

When an employee is summoned for jury duty, they may have questions about their pay, whether their job is protected during their service, and returning to work after their jury duty.  Employers should be prepared to answer such questions. To help, here are some key facts about jury duty ..read more

The U.S. Department of Labor (DOL) has published a final rule that will change the test for determining whether a worker is an employee or independent contractor under the Fair Labor Standards Act (FLSA). The final rule takes effect March 11, 2024. Here are some key points to know about the new test ..read more

Employers sometimes use "probationary periods" when hiring new employees or promoting employees into a new position. The probationary period is used as a time to assess whether the new hire or newly promoted employee is a good fit for the position. Typically, probationary periods range from three to six months. The following are frequently asked questions about probationary periods, including some that address common misconceptions ..read more