Compliance guides and resources

An employee handbook might sound like another checkbox on your business’s to-do list, but it’s much more than that. It’s a resource that defines the foundation of your company — setting expectations for employees, outlining key benefits, and keeping everyone aligned with the organization’s values. At its core, an employee handbook ensures compliance, clarifies company policies, and keeps employees and management on the same page. Let’s explore why having one is essential, how it can positively impact your business, and how Mosey can help you manage state compliance.

When running a business, there are many moving parts you have to manage. One vital component that must be expertly reviewed is your employee handbook. It might seem like just another task to tackle, but it can actually be one of the most valuable tools in your HR arsenal. You might be wondering, “Are employee handbooks required by law?” In this guide, we’ll cover all the bases to ensure you know exactly what an employee handbook is, whether it’s legally required, and why it’s a smart move for your business — even if it’s not mandatory.

If you’re managing a business in California, you’re probably familiar with the challenges of the state’s employee leave laws. One of the most important laws you’ll encounter is the California Family Rights Act (CFRA). This law lets eligible employees take as much as 12 weeks of job-protected leave in a 12-month period, but understanding the details is vital for employers and employees alike. Mosey is here to break it down so you can manage state compliance without the headache.

You’ve probably heard a lot about inflation lately. With rising prices for everything from groceries to gas, your employees are feeling its effects. That’s where a cost of living adjustment (COLA) comes into play. Think of a COLA as a way for businesses to help their employees maintain their purchasing power when everyday expenses start to climb. So, how exactly does it work, and why should employers pay attention?

A professional employer organization (PEO) can be a valuable partner in helping with HR, payroll, and tax compliance. PEOs offer businesses — especially small ones — a co-employment model where they handle key administrative tasks, allowing you to focus on growth. But is a PEO right for every business? The short answer is no. Let’s talk about the pros, cons, and risks of a PEO to help you understand what partnering with one really means.

Businesses of all sizes face countless tax concerns, with the Federal Unemployment Tax Act (FUTA) being one such consideration. Employers must contribute to FUTA to alleviate the state’s financial burdens regarding reemployment assistance. One aspect of FUTA that can affect your business is the FUTA credit reduction, which comes into play when a state has unpaid federal loans. This can result in higher FUTA taxes for employers in those states.

Creating an employee handbook with clear HR policies can save businesses a lot of grief in the long run. A handbook helps define company expectations, guides employees, and ensures compliance with legal standards. This is Mosey’s guide to the 15 crucial HR policies that should be included in your employee handbook. These policies help maintain a healthy work environment and protect your company and its employees. Are Employers Required To Have an Employee Handbook?

Employers in New Jersey may be impacted by new labor laws that affect their operations, like the New Jersey Temporary Workers’ Bill of Rights. Gov. Phil Murphy signed this bill into law on February 6, 2023, which may change how your workplace functions. The law aims to provide temporary workers the same pay, benefits, and protections as permanent employees. It impacts temporary help service firms and the companies that hire temporary workers.

When your company partners with a professional employer organization (PEO), it can enjoy many benefits, such as payroll management, human resources support, and compliance assistance. However, there may come a time when your business outgrows the need for a PEO, or you want to manage these functions in-house. Transitioning away from a PEO is a complex process, but with careful planning, it doesn’t have to be overwhelming. Here’s what you need to know about planning your PEO transition, with a handy checklist to ensure a smooth exit strategy.

Running a business across multiple states can be challenging. One important responsibility is to appoint a registered agent for each state where your company operates. A registered agent is a person or company that receives legal documents and official correspondence on behalf of your business. Your agent is responsible for important or sensitive documents like tax forms, lawsuits, and government notices. Maintaining compliance can require some juggling, especially when managing multiple agents and keeping track of important paperwork.