In observance of the 4th of July holiday, our office will be closing early at 2 pm on Wednesday, July 3rd, and will be closed for the day on Thursday, July 4th. We will reopen during normal business hours on Friday, July 5th.
Recap:
Wednesday, July 3rd = Closing early at 2 pm
Thursday, July 4th = Closed for the day
Please contact us if you have any questions or special requests.
Thank you and have a safe and happy 4th!
“Rob Wilson, the President of Employco USA, joins Lisa Dent to talk about Chicago and Cook County’s minimum wage increase that went into effect today and how that increase will impact employers. Rob also talks about the increased access to guaranteed paid leave for Chicago workers and who is eligible for the increase.”
Listen to the full interview here:
https://wgnradio.com/lisa-dent/how-will-cook-countys-new-minimum-wage-law-impact-employers/
Rob Wilson, President of Employco USA, was recently on Fox 32 Chicago to discuss new laws going into effect in July.
“A number of new laws are going into effect today that includes one involving minimum wage. In Cook County, those workers will see an increase. Joining us to explain this is employment trends expert and President of Employco USA Rob Wilson.”
Watch the full interview here:
https://www.fox32chicago.com/news/new-illinois-laws-july-2024
Employco USA is pleased to announce the growing expansion of its staff.
Paula Stark, Payroll Specialist – Paula will be providing payroll support for Employco clients, leveraging her prior work expertise in administrative coordination, payroll processing, and project management.
“Starting my new career at Employco with such a warm welcome and amazing people makes me feel like this is my new home.” –Paula
Paula’s strong background and problem-solving skills make her a valuable asset to the Employco team. We look forward to the exceptional service and knowledge she will provide.
Continue readingJoin Rob and Jason in this HR chat as they discuss the new Chicago Paid Leave ordinance that takes effect on July 1st. This significant update affects employers in Chicago and its suburbs if they have employees working in the city. They provide an overview of what the ordinance entails, highlighting the key aspects and changes employers need to be aware of.
Reach out to hr@employco.com if you have any questions or would like a handy side-by-side comparison of the paid leave regulations in Chicago, Cook County, and Illinois, emphasizing the similarities and differences.
California: Preparing for the New Workplace Violence Prevention Law – On Sept. 30, 2023, California enacted the California Workplace Violence Prevention Law (WVPL), enforced by the California Division of Occupational Safety and Health (Cal/OSHA). The WVPL takes effect on July 1, 2024, and requires most employers in the state to comply with expansive workplace violence prevention requirements.
Read more: California HR Compliance Bulletin
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Check out our PDF chart below for a list of states that have upcoming minimum wage increases beginning July 1st (click the image for the full report):
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On May 15, 2024, Quest Diagnostics released their review of the 9.8 million workforce drug tests from 2023. Here are the key findings:
Employee terminations are often complicated and, if not conducted properly, employers can open themselves up to costly legal challenges and negatively affect their business or reputation. Establishing procedures for employee terminations can help employers ensure that employee terminations are conducted in a manner that minimizes legal risks and accounts for various business considerations.
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As we approach the new overtime rule’s July 1st effective date, employers should prepare for the upcoming changes as soon as possible. On April 23, 2024, the U.S. Department of Labor (DOL) announced a final rule to amend current requirements employees in white-collar occupations must satisfy to qualify for an overtime exemption under the Fair Labor Standards Act (FLSA).
With this in mind, we recently released 2 new documents aimed at helping employers with the analysis and potential changes that could come as a result of the new rule.
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