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Instead, they use a dizzying combination of terms that must delight tax professionals who really love their work: ;Statutory employer (defined as “employer” in Internal Revenue Code Section 3401(d)(1) );; ;Third-party payer ; and,; ;Common paymaster .; For HR’s purposes, the key element is to be aware that in most cases, one employer, the statutory employer, is the one responsible for tax withholding and submitting FICA and FUTA taxes.

The law takes effect on Jan. 1, 2025.; (Editor’s note: Workspan Daily is actively covering news surrounding the noncompete final rule.

Workers Are Pessimistic About Getting Pay Raise or Promotion Less than half of American workers (45%) expect to get a pay raise in the next six months, and less than 1 in 4 (22%) anticipate receiving a promotion in the next year.

Five Strategic Questions Beyond Compliance The following list provides questions to consider if your organization triggers a clawback. 1.

This article shares five retirement industry trends that IRIC has identified as most noteworthy for 2026. 1.

This gap translates to a median loss of$14,300 per yearfor women, which compounds to more than$1 millionin lost earnings over a typical 40-year career.

Human Resource Management Journal 27(1): 1-21.

To illustrate the difference between the 4D model and the one outlined in Figure 1, in an organization experiencing high turnover, management using a Figure 1 model would ask: How is the rewards program affecting people’s decision to leave?

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Employers today spend an average of $37 per hour worked, or roughly $77,000 on compensation per employee per year, making personnel one of the largest line items on company budgets. 1 Beyond base pay, organizations also invest heavily in other rewards offerings.