News

By now, you likely have heard about the Trump administration’s renewal and expansion of the Payroll Audit Independent Determination program. Employers should know that there is another DOL-sanctioned option that’s especially useful if they’re not quite sure that what they have done is a violation.

The One Big Beautiful Bill Act brings sweeping payroll and tax changes that HR teams must quickly adapt to—some already in effect as of Jan. 1, 2025.

Here’s a template you may use to explain the salient details of deductions for tips and federal overtime to employees.

The Department of Labor has identified over 60 regulations for elimination, part of President Trump’s executive order “Unleashing Prosperity Through Deregulation.”

The only way for an employer to defend an Equal Pay Act lawsuit is to prove that the jobs aren’t substantially similar—or that the pay difference is attributable to some factor other than sex.

You may need to spend some quality overtime hours trying to figure out exactly what the overtime exclusion in the One Big Beautiful Bill Act means and Payroll’s role in it. Because the more we read, the more questions we have.

The DOL announced on July 7 that it was withdrawing a proposed rule to stop issuing certificates allowing some employers to pay workers with significant physical or mental disabilities a subminimum wage.

The One Big Beautiful Bill Act includes some changes to health benefits and tax credits that employers need to know.

Under the One Big Beautiful Bill Act, a worker can shelter $12,500 in overtime earnings from federal taxes. The new law defines tax-exempt earnings as overtime that is “required under the FLSA.”

The One Big Beautiful Bill Act, technically named “To provide for reconciliation pursuant to title II of H. Con. Res. 14,” was signed by the president on July 4. Clocking in at 870 pages, it’s short for a reconciliation bill, but still packs a punch for individuals and payroll departments.