Update to FLSA Overtime Ruling

Update to FLSA Overtime RulingLast year, a federal District Court in Texas temporarily blocked the 2016 changes to the Federal Labor Standard Act’s (FLSA) overtime rule from taking effect, pending further review. The blocked overtime rule, which would have applied to the executive, administrative and professional exemptions to the FLSA’s overtime requirements, was previously scheduled to take effect on December 1, 2016.

On August 31, 2017, the Court issued a final decision, which struck down the previously stated changes to the FLSA overtime rule.

The rule, in its original state, would have nearly doubled the current salary threshold from $23,360 to $47,476, meaning a significant increase in all workers eligible for mandatory overtime pay. Estimates put this change equal to nearly 5 million currently exempt employees eligible nationwide.

On August 31, U.S. District Judge Amos Mazzant in the Eastern District of Texas said the salary level was set so high that it could sweep in some management workers who are supposed to be exempt from overtime protections, according to Reuters.

The Court’s ruling provides clarity and relief to employers everywhere.  But employers still need to remain vigilant in supervising their employees’ overtime activity.  Employers must continue to evaluate the FLSA status of their employees by reviewing job descriptions to ensure their employees are classified properly.

By |Sep, 15th, 2017|Benefit Management, Miscellaneous, Uncategorized|

EEO-1 Report Blocked by White House

In 2016, the US Equal Employment Opportunity Commission (EEOC) adopted the requirement to oblige U.S. employers to report detailed pay data broken down by gender and race.  They advised that the information was necessary to identify and address discriminatory wage gaps.  Form EEO-1 was put into effect with this ruling, and employers would have been required to begin reporting this information in March 2018.

But at the close of August, the White House Office of Management and Budget (OMB) announced it has blocked this rule, resonating with business groups who have argued it would not clearly address wage gaps, further citing the fact that the rule was burdensome to companies and could lead to confidentiality breaches.

InfinityHR is committed to keeping its clients informed of regulatory changes.  Here’s what you need to know right now:

  • The previously approved EEO-1 form which collects data on race, ethnicity and gender by occupational category will remain in effect. Employers with at least 100 employees (and certain smaller federal contractors) will still need to comply with the earlier approved EEO-1 (Component 1) by the previously set filing date of March 2018.
  • The U.S. Government is initiating a review and immediate stay of the effectiveness of the pay data collection aspects of the EEO-1 form
  • InfinityHR is fully configurable to allow clients to meet this filing requirement.

For more information on this ruling, or for the official statement from the Office of Management and Budget (OMB), click HERE.


By |Sep, 8th, 2017|Miscellaneous, Uncategorized|

InfinityHR’s Data Security

data security

In the wake of last week’s news that Aetna inadvertently released sensitive client health information, we want to remind our Partners and Clients that your benefits information is always protected and secure within the application.

InfinityHR provides state-of-the-art security to its customers to ensure that the data loaded by clients into InfinityHR is never compromised.

Delivering the highest level of security, reliability, and availability that our customers demand requires not only great technology but also great operational processes.  Infinity Software Solutions understands this, which is why our Security Infrastructure is built upon years of Industry Software Experience in the Healthcare and Insurance Industries along with proven Best Practices for managing the processes that surround it.

Download our Data Security Overview to understand the steps Infinity Software Solutions takes to keep your data safe.

By |Aug, 31st, 2017|Data Security, Miscellaneous, Uncategorized|

Only 8 Days Left To File 1095 Forms!

ACA_Brochure_HandThe 2016 Affordable Care Act (ACA) reporting deadlines are just around the corner, the ACA Recipient deadline is March 2, 2017.

Employers and human resources departments should start preparing as quickly as possible to meet the deadlines. It is important that employers understand their roles and responsibilities in order to stay compliant and avoid financial penalties.

Employers and human resources departments must not only be aware of the ACA’s basic rules, but they must also stay vigilant in understanding the constantly changing landscape.

Download the InfinityHR Guide: Five Things You Need to Know for 2016 ACA Reporting now!

By |Feb, 22nd, 2017|Affordable Care Act, Miscellaneous, Uncategorized|

5 Big Benefits Trends for 2017


Changing workforce demographics and innovative technologies are quickly reshaping the benefits employees need. In addition, if employees fully understand their benefits options, they’ll make better purchasing decisions and in turn, decrease their financial stress. Employers have a unique role in helping employees from all generations navigate their choices. This will help businesses maintain strong loyalty among employees and continue to attract top talent in 2017 and beyond.

Key Takeaways:

  • How to strike the right benefits balance with multiple generations in the workforce
  • How voluntary benefits are used as a strategy to customize benefits packages
  • How Telemedicine could have a big impact on benefits savings for employers
  • How effective communication and optimal enrollment processes are critical for employees to fully understand their benefits options
By |Feb, 10th, 2017|Benefit Management, Miscellaneous|

IRS Announces 2017 HSA Contribution Limits

InfinityHR is committed to keeping you up-to-date on compliance developments that may impact your organization.

The IRS has officially announced an increase to the single contribution limits for a 2017 Health Savings Account.  The maximum contribution that can be made to an HSA tied to a high-deductible plan will be $3,400 for employees with single coverage, up from $3,350 in 2016.  However, the maximum contribution for those with family coverage will remain unchanged at $6,750.  Participants age 55 or over may also make an annual catch-up contribution of $1,000 for either coverage type.  A catch-up contribution can be made any time during the year in which the HSA participant turns 55.

For 2017, a HDHP will be defined as health plan with an annual deductible that is “not less than $1,300 for self-only coverage or $2,600 for family coverage”.  Annual out of pocket expenses such as deductibles, copayments, and other amounts that do not include premiums, will not exceed $6,550 for self-only coverage or $13,100 for family coverage.  This remains unchanged from current 2016 limits.

This ruling is detailed in on the IRS’ official website, Revenue Procedure 2016-28, and takes effect in January.

By |Aug, 19th, 2016|Miscellaneous|

The Importance of Employee Training

Most managers wouldn’t hire unqualified employees. But why do so many employ underqualified workers? Sometimes employees become underqualified due to changing technology or the development of new methods. However, training does come at a cost.

employee-trainingTraining employees costs time, money, and materials. Often, third parties are needed to conduct job training. Not only will there be missed time but there will also be additional costs. Another reason businesses often neglect to train employees is because of past training experiences. Sometimes the training was done poorly, or the topics were not on point and didn’t help. That could happen for several reasons. Failed training comes at a high cost, and often times businesses often don’t want to take that risk.

Not all training for employees also comes at a cost. Here are a few reasons untrained employees can end up costing you more than trained ones.

1. Untrained Employees = Unhappy Employees. Employees who feel inadequate, underachieving, or unsupported are unhappy. They aren’t satisfied in their work, which will cause them to underperform, make mistakes, and not care about their work. That costs the business in lost time and money.
2. Untrained Workers Have a Low Production Value. The quality of their work is of less value the quality in performance is lower than it could be.
3. Untrained Workers Are Inefficient. More time and effort is spent when employees aren’t fully or properly trained to perform their tasks or to fulfill their responsibilities. In short, it takes them longer to do the work.
4. Lost Time/Money Due to Mistakes. When an untrained worker makes a mistake, the time and materials used are lost because the work then has to be done again. Or worse, […]

By |Aug, 9th, 2016|Miscellaneous, Training|

6 Tips for Employee Motivation

Maintaining motivated employees can be difficult for a manager in any organization. At busy times, employees may feel overwhelmed and during the slow periods they may become passive and unmotivated. Regardless, it’s the responsibility of management to deal with this issue. Here are a few strategies for increasing employee motivation.

Create a Motivated Environmentemployee-motivation
The first step towards a motivated workforce is to create an encouraging environment for the behaviors you are trying to foster. You must determine who is enthusiastic and passionate and who is not. Shedding those derogatory influences will help creative a more positive environment that does not have to be constantly maintained. Embrace the motivated environment and in turn you will have a great group of employees who can become future company leaders.

Senior Management Visibility
It is a highly motivating factor if your employees see that the highest levels of an organization are invested in the success of new company initiatives. An engaged presence is necessary for motivating employees.

Employees want to feel like a member of a team. It’s essential that management communicate the overall goals of the company so that everyone is on the same page when it comes to results. Accomplishing this makes it possible for team members to make good decisions and allows them to measure themselves against those goals. Employees must be informed of decisions arrived at management meetings and updates to company policies. Employees should be made aware of any new developments that will change how employees are evaluated and compensated.

Always Listen
This may be the most important aspect of employee motivation. Sometimes it’s the only way that managers can tell if they are doing the right thing – or not. Employees […]

By |Jan, 12th, 2016|Miscellaneous|

10 Disruptive HR Tech Trends to Look Out For in 2016

2016 is here and in the HR technology and recruiting space, organizations need to keep up with emerging trends in the industry. Below are some HR tech trends to look out for in 2016.

Bersin by Deloitte published a report at the HR Technology Conference back in October 2015 that features 10 big disruptions on the horizon for HR technology.

Mobile is the New Platform2016 image
With more than 2.1 billion smartphone users on the planet, it isn’t a surprise that HR is starting to leverage mobile as its new platform.

Some breakthrough areas in the coming year will likely to include engagement and feedback systems.

Designing HR Technology for End Users
Instead of designing HR software and applications specifically to make the jobs of HR professionals easier, many applications are now designed with the end user in mind – employees. New technology will enable employees to learn and collaborate, share feedback, set goals, steer their own careers and manage other people more effectively.

“The HR technology market is bursting with new applications that shift the focus toward more consumer-like experience and away from tools created to streamline the work of HR administration,” the report stated.

The Emergence of ERP Vendors
ERP vendors are quickly catching up as effective providers of talent management technologies to support processes such as recruiting, learning, and a range of people management tools.

Redefining HR Functions with Built-for-the-Cloud Providers
This “third wave” of talent solution providers come with consumer-like products, built for mobile and the cloud. They are thought to have a huge effect on several areas including payroll, learning technology, and employee engagement.

Feedback and […]

By |Jan, 7th, 2016|Miscellaneous|

IRS Announces 2016 HSA Contribution Limits

The IRS has officially announced an increase to the family contribution limits for a 2016 Health Savings Account (HSA).  The maximum contribution that can be made to an HSA tied to a high-deductible plan will be $6,750 for employees with family coverage, up from $6,650 in 2015.  However, the maximum contribution for those with single coverage will remain unchanged at $3,350.hsa

In addition, for 2016 a HDHP will be defined as health plan with an annual deductible that is “not less than $1,300 for self-only coverage or $2,600 for family coverage”.  Annual out of pocket expenses such as deductibles, co-payments, and other amounts that do not include premiums, will not exceed $6,550 for self-only coverage or $13,100 for family coverage.

This ruling is detailed in on the IRS’ official website, Revenue Procedure 2015-30, and takes effect in January.

By |Jun, 4th, 2015|Miscellaneous|