Businesses and other organizations increasingly rely on independent contractors to remain flexible, competitive, and cost-efficient. However, amid the day-to-day demands of managing these relationships, reporting and withholding requirements can be
Sponsoring a qualified retirement plan for your employees comes with many compliance risks. One that many employers overlook is the written explanation, or “notice,” that employees must receive when they
One way employers can attract and retain talent is through a competitive benefits package, and there’s now a new option to consider from last year’s One Big Beautiful Bill Act
One widely offered employee benefit is sponsoring a high-deductible health plan (HDHP) along with Health Savings Accounts (HSAs). The One Big Beautiful Bill Act (OBBBA) expanded HSA eligibility for many
Competing for talent as a small and midsize employer in today’s tight labor market often means using the same playbook. From the candidate perspective, interviews become repetitive and predictable, job
Across many industries, employers are increasingly using analytics-driven methods for hiring and performance management, a trend further accelerated by the rapid advancement and adoption of artificial intelligence (AI). Despite these
If you endorse employer sponsored qualified retirement plans, it’s crucial to stay on top of annual IRS inflation adjustments to contribution limits and other amounts. Plan design, employee communication, and
To keep pace with inflation, the IRS annually updates a range of employer provided fringe benefit limits. These limits are known as fringe benefit cost of living adjustments (COLAs). They
The One Big Beautiful Bill Act (OBBBA) brought a lot of new changes when it was enacted in July. One of those changes alters how tip income and overtime income
If you sponsor a 401(k) plan for employees, you understand it’s a lot to manage. But manage it you must. Under the Employee Retirement Income Security Act of 1974 (ERISA),
