E-Verify Shut Down

E-Verify Shut Down

Due to the government shutdown, the E-Verify system is down. Employers will not be penalized for any delays in creating E-Verify cases. However, employers are reminded that they must continue to complete I-9s in compliance with the law, and when E-Verify becomes available, create cases in the E-Verify system.

We expect USCIS to issue guidance in the near future.

IRS Extends Deadline for Furnishing Form 1095, Extends Good-Faith Transition Relief

IRS Extends Deadline for Furnishing Form 1095, Extends Good-Faith Transition Relief

The Internal Revenue Service (IRS) has released Notice 2018-94, extending the deadline for providing 2018 1095-B forms and 1095-C to individuals from January 31, 2019 to March 4, 2019 They have also issued penalty relief for good-faith reporting errors.
Any Applicable large employer with at least 50 full- time workers or full time equivalents are require to send out a 1095-C forms.
The form identifies:

  • The employee and the employer.
  • Which months during the year the employee was eligible for coverage.
  • The cost of the cheapest monthly premium the employee could have paid under the plan.

The 1095-B form, provides details about an employee’s actual insurance coverage, including who in the worker’s family was covered. This form is sent out by the insurance provider rather than the employer.

  • However, some companies are “self-insured,” meaning that they pay their workers’ medical bills themselves, rather than paying premiums to an insurance company.
    In the case of self-insured employers, the employer is also the insurance provider, so it will also send out 1095-B forms.

ALE’s that don’t offer coverage may be subject to financial penalties. Sending out 1095-C forms became mandatory starting with the 2015 tax year. Employers send the forms not only to their eligible employees but also to the IRS. Employees are supposed to receive them by the end of January, so forms for 2018 would be sent in January 2019.

Extension of Good-Faith Relief
As with calendar years 2015 – 2017 reporting, the IRS will not place penalties on employers that can show that they made good-faith efforts to comply with the requirements for calendar year 2018.

Minimum Wage Rates by State and Municipality

Minimum Wage Rates by State and Municipality

The federal minimum wage rate of $7.25 has remained unchanged since 2009. The District of Columbia, 29 states and forty-two municipalities have adopted a higher minimum wage than the federal rate.

To help ensure that the minimum wage keeps pace with the rising cost of living, many states and municipalities adjust (or will adjust) their minimum wage rates annually. Others adjust their minimum wage rates periodically through legislation or ballot initiatives.

The chart below reflects the upcoming changes.

State Key Municipalities Minimum Wage Rate Minimum Wage Rate
Alaska   $9.84 $9.89 – January 1, 2019
Arizona   $10.50 $11.00 – January 1, 2019
  Flagstaff $11.00 $12.00 – January 1, 2019
Arkansas   $8.50 $9.25 – January 1, 2019
California – Small Employers (25 or Fewer)   $10.50 $11.00 – January 1, 2019
California – Large Employers (26 or More)   $11.00 $12.00 – January 1, 2019
  Alameda N/A $13.50 – July 1, 2019
  Belmont $12.50 $13.50 – January 1, 2019
  Berkeley $15.00 Adjusted for inflation – July 1, 2019, and every July 1 thereafter
  Cupertino $13.50 $15.00 – January 1, 2019
  El Cerrito $13.60 $15.00 – January 1, 2019
  Emeryville – Small Employers (55 or Fewer) $15.00 Adjusted for inflation – July 1, 2019, and every July 1 thereafter
  Emeryville – Large Employers (56 or More) $15.69 Adjusted for inflation – July 1, 2019, and every July 1 thereafter
  Los Altos $13.50 $15.00 – January 1, 2019
  Los Angeles – Small Employers (25 or Fewer) $12.00 $13.25 – July 1, 2019
  Los Angeles – Large Employers (26 or More) $13.25 $14.25 – July 1, 2019
  Los Angeles County – Small Employers (25 or Fewer)2 $12.00 $13.25 – July 1, 2019
  Malibu – Small Employers (25 or Fewer) $12.00 $13.25 – July 1, 2019
  Malibu – Large Employers (26 or More) $13.25 $14.25 – July 1, 2019
  Milpitas $13.50 $15.00 – July 1, 2019
  Mountain View $15.00 $15.65 – January 1, 2019
  Oakland $13.23 Adjusted for inflation – January 1, 2019, and every January 1 thereafter
  Palo Alto $13.50 $15.00 – January 1, 2019
  Pasadena – Small Employers (25 or Fewer) and Nonprofits $12.00 N/A
  Pasadena – Large Employers (26 or More) $13.25 N/A
  Richmond $13.41 $15.00 – January 1, 2019
  San Diego $11.50 $12.00 – January 1, 2019, and every January 1 thereafter
  San Francisco $15.00 Adjusted for inflation – July 1, 2019, and every July 1 thereafter
  San Jose $13.50 $15.00 – January 1, 2019
  San Leandro $13.00 $14.00 – July 1, 2019
  San Mateo – For-profits $13.50 $15.00 – January 1, 2019
  San Mateo – Nonprofits $12.00 $13.50 – January 1, 2019
  Santa Clara $13.00 $15.00 – January 1, 2019
  Santa Monica – Small Employers (25 or Fewer) $12.00 $13.25 – July 1, 2019
  Santa Monica – Large Employers (26 or More) $13.25 $14.25 – July 1, 2019
  Sunnyvale $15.00 $15.65 – January 1, 2019
Colorado   $10.20 $11.10 – January 1, 2019
Connecticut   $10.10 N/A
Delaware   $8.25 $8.75 – January 1, 2019
District of Columbia   $13.25 $14.00 – July 1, 2019
Florida   $8.25 $8.46 – January 1, 2019
Illinois Chicago $12.00 $13.00 – July 1, 2019
  Cook County4 $11.00 $12.00 – July 1, 2019
Maine   $10.00 $11.00 – January 1, 2019
  Portland $10.90 Adjusted for inflation – July 1, 2019, and every July 1 thereafter
Maryland   $10.10 N/A
  Montgomery County – Small Employers (10 or Fewer) $12.00 $12.50 – July 1, 2019
  Montgomery County – Mid-Sized Employers (11 to 50, and certain nonprofits and service providers) $12.00 $12.50 – July 1, 2019
  Montgomery County – Large Employers (51 or More) $12.25 $13.00 – July 1, 2019
  Prince George’s County $11.50 N/A
Massachusetts   $11.00 $12.00 – January 1, 2019
Michigan   $9.25 $10.00 – January 1, 2019
Minnesota   $9.66 $9.86 – January 1, 2019
  Minneapolis – Small Employers (100 or Fewer) $10.25 $11.00 – July 1, 2019
  Minneapolis – Large Employers (101 or More) $11.25 $12.25 – July 1, 2019
Missouri   $7.85 $8.60 – January 1, 2019
Montana   $8.31 $8.50 – January 1, 2019
Nebraska   $9.00 N/A
Nevada   $8.26 Adjusted for inflation – July 1, 2019, and every July 1 thereafter
New Jersey   $8.60 $8.85 – January 1, 2019
New Mexico   $7.50 N/A
  Albuquerque $8.96 $9.20 – January 1, 2019
  Bernalillo County $8.86 $9.05 – January 1, 2019
  Las Cruces $9.20 $10.10 – January 1, 2019
  Santa Fe $11.40 Adjusted for inflation – March 1, 2019, and every March 1 thereafter
  Santa Fe County $11.40 Adjusted for inflation – March 1, 2019, and every March 1 thereafter
  New York City – Small Employers (10 or Fewer) $12.00 $13.50 – December 31, 2018
    $15.00 – December 31, 2019
  New York City – Large Employers (11 or More) $13.00 $15.00 – December 31, 2018
  New York City – Fast Food Employees $13.50 $15.00 – December 31, 2018
  Nassau, Suffolk and Westchester Counties $11.00 $12.00 – December 31, 2018
    $13.00 – December 31, 2019
  Remainder of New York $10.40 $11.10 – December 31, 2018
    $11.80 – December 31, 2019
Ohio   $8.30 $8.55 – January 1, 2019
Oregon – Nonrural Counties   $10.75 $11.25 – July 1, 2019
Oregon – Rural Counties   $10.50 $11.00 – July 1, 2019
  Portland Area $12.00 $12.50 – July 1, 2019
Rhode Island   $10.10 $10.50 – January 1, 2019
South Carolina   N/A N/A
South Dakota   $8.85 $9.10 – January 1, 2019
Vermont   $10.50 $10.78 – January 1, 2019
Washington   $11.50 $12.00 – January 1, 2019
  Seattle – Schedule 1 Employers (More Than 500 Employees in the US) With Medical Benefits $15.00 $16.00 – January 1, 2019
  Seattle – Schedule 2 Employers (500 or Fewer Employees in the US) Minimum Compensation $14.00 $15.00 – January 1, 2019
  Tacoma $12.00 $12.35 – January 1, 2019
2019 Retirement Plan Limit Changes

2019 Retirement Plan Limit Changes

The Internal Revenue Service has announced cost of living updates for tax year 2019.

Highlights of the notices include:

  • The elective deferral or contribution limit for employees who participate in 401(k), 403(b), most 457 plans, and the federal government’s Thrift Savings Plan will increase to $19,000.
  • The §415 limitation for defined contribution plans will increase to $56,000 for 2019.
  • The maximum compensation limit will increase to $280,000.
  • The dollar limitation concerning the definition of a key employee in a top-heavy plan will remain at $180,000.
  • The dollar limitation used in the definition of a highly compensated employee will remain at $125,000.
  • The catch-up contribution limit for those persons age 50 and over will remain at $6,000.

For additional information please go to:   https://bit.ly/2P6gF7B

 

IRS Announces Increase to Medical FSA for 2019

IRS Announces Increase to Medical FSA for 2019

The Internal Revenue Service announced on November 15, 2018 that for flexible spending plans beginning in 2019, the dollar limitation for employee salary reductions for contributions to health flexible spending arrangements is $2,700, up $50 from the limit for 2018.

 

Reimbursements for Qualified Moving Expenses

Reimbursements for Qualified Moving Expenses

The Tax Cuts and Jobs Act repealed the exclusion of qualified moving expense reimbursements from gross income and wages effective January 1, 2018.

Qualified moving expenses are defined as any amount received directly or indirectly from an employer as payment (or reimbursement of) expenses which would be deductible as moving expenses under Section 217, if directly paid or incurred by the employee. Previously, qualified moving expenses were excluded from an employee’s gross income for income tax purposes, and were excluded from wages for employment tax purposes.

More information on Section 217 can be found at http://bit.ly/2scqXYH

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C2 HR Blog

Latest HR News, Events & Employment Laws updates


  • Employee Background Checks: A look at the Fair Credit Reporting Act
    by admin on 01/09/2019 at 6:06 pm

    One of C2’s government contracting clients recently called for some advice and “best practices” regarding employee background checks. Organizations often grapple with whether or not to use background checks as part of the hiring process. According to a recent survey from […]

  • E-Verify Shut Down
    by admin on 01/04/2019 at 10:14 pm

    Due to the government shutdown, the E-Verify system is down. Employers will not be penalized for any delays in creating E-Verify cases. However, employers are reminded that they must continue to complete I-9s in compliance with the law, and when E-Verify becomes available, create cases in the […]

  • IRS Extends Deadline for Furnishing Form 1095, Extends Good-Faith Transition Relief
    by admin on 01/04/2019 at 6:15 pm

    The Internal Revenue Service (IRS) has released Notice 2018-94, extending the deadline for providing 2018 1095-B forms and 1095-C to individuals from January 31, 2019 to March 4, 2019 They have also issued penalty relief for good-faith reporting errors. Any Applicable large employer with at least […]

  • Minimum Wage Rates by State and Municipality
    by admin on 01/04/2019 at 6:11 pm

    The federal minimum wage rate of $7.25 has remained unchanged since 2009. The District of Columbia, 29 states and forty-two municipalities have adopted a higher minimum wage than the federal rate. To help ensure that the minimum wage keeps pace with the rising cost of living, many states and […]

  • 2019 Retirement Plan Limit Changes
    by admin on 01/04/2019 at 5:58 pm

    The Internal Revenue Service has announced cost of living updates for tax year 2019. Highlights of the notices include: The elective deferral or contribution limit for employees who participate in 401(k), 403(b), most 457 plans, and the federal government’s Thrift Savings Plan will increase […]

  • IRS Announces Increase to Medical FSA for 2019
    by admin on 01/04/2019 at 5:50 pm

    The Internal Revenue Service announced on November 15, 2018 that for flexible spending plans beginning in 2019, the dollar limitation for employee salary reductions for contributions to health flexible spending arrangements is $2,700, up $50 from the limit for 2018.   The post IRS Announces […]

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Gertie

Kevin McCoy

General Counsel

 

Mr. McCoy serves as C2’s General Counsel, managing the overall legal needs of the company. Mr. McCoy also works closely with the company’s HR teams who provide strategic advice to clients on a myriad of human resources related matters. Mr. McCoy came to C2 as an experienced labor and employment attorney, having served as a Partner in two different D.C. area law firms that specialize exclusively in management-side labor and employment law. Mr. McCoy likes to problem solve, and enjoys helping his clients work through the legal challenges of operating a large multi-jurisdictional HR outsourcing company.

After graduating with a degree in Philosophy from Emory & Henry College in Southern Virginia, Mr. McCoy earned his law degree from Valparaiso University School of Law. Mr. McCoy began his legal career as a judicial law clerk to judges on two different intermediate courts of appeal before settling in the D.C. region.


Gertie

Gertie Fields

Director of Payroll & Administration

 

Ms. Fields manages C2’s Payroll Services team, charged with ensuring that all client payroll processing is timely and accurate. She is responsible for all aspects of client payroll accounting and financial reporting functions, including preparation of payroll audits. She manages the processing of multi-state payrolls, new hire reporting, and transmission of ACH files, and ensures that payrolls are accurate and fully compliant.

More importantly, Ms. Fields and her team pride themselves on proactively identifying potential payroll issues for clients before they become a problem. She has been with C2 since 1998, and has directed all aspects of Payroll Services. She holds a bachelors’ degree in Business Administration with a concentration in Acquisition and Contract Management.


Sharon

Sharon Liotta

Chief Financial Officer

 

Ms. Liotta brought her 20-years of accounting management experience to C2 when she joined the company in 2000. As CFO, she directs and oversees all financial activities of the corporation including preparation of financial reports as well as summaries and forecasts for future business growth and general economic outlook. She is responsible for business and financial strategy and planning, monitoring, and management and reporting, including management and development of policies, systems, processes and personnel involved. Ms. Liotta directs the accounting staff to ensure that exceptional internal auditing and financial controls are maintained.

Ms. Liotta earned a Bachelor of Science degree in Business Administration from George Mason University with undergraduate studies at Clemson University.


HR-CEO

Jackie Asencio

President & CEO 

 

Ms. Asencio is President and CEO of C2 Essentials, Inc., one of the region’s leading human capital management service providers. With more than 30 years’ experience, Ms. Asencio has been a major influence in helping small to mid-size government contractors grow and compete in the federal marketplace. C2 Essentials has successfully provided clients with a competitive edge through cost-effective HR outsourcing. Ms. Asencio recognizes that federal contractors are increasingly forced to reduce their costs due to pricing pressure. C2 Essentials becomes a strategic partner to its clients to help reduce their overhead and fringe dollars, while providing a robust HR expertise that enables clients to achieve HR compliance in an increasingly complex regulatory environment. HR outsourcing solutions are focused on the client’s mission, both CONUS and OCONUS.

As a seasoned trainer and coach, Ms. Asencio works closely with business owners ensuring their human capital management strategies are aligned to their business goals. Ms. Asencio has extensive experience in full life cycle recruiting, talent management, succession planning, career development, reward and recognition strategies, performance management, regulatory compliance, compensation, benefits, risk management, and outplacement services. Prior to founding C2 Essentials, Ms. Asencio provided human capital management support to Department of Defense and various civilian agencies.

Ms. Asencio believes in giving back to the community, her philanthropic activities have included supporting Operation Homefront, Wounded Warriors, Boulder Crest Retreat, The National Veterans Institute for Procurement, and local families in need. Ms. Asencio has received the Sister Eymard Gallagher Award for Corporate Social Responsibility and was a finalist for The Dr. J.P. London Award for Promoting Ethical Behavior for the Human Resources Leadership Awards (HRLA) of Greater Washington.


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