Remote work has always been an attractive proposition to employers because they can maintain productivity while cutting costs. Prior to 2020 having a remote workforce was an optional decision. Despite the benefits, many companies still chose to maintain employees in-house to foster a positive organizational culture and reduce technology needs. However, the recent pandemic has proven that external factors can influence the workforce at any time. This has necessitated organizations to be ready to manage the challenges that accompany virtual work even if they do not plan to have employees working remotely permanently.
Managing a remote workforce creates numerous barriers to “business as usual.” Cultural shifts occur, technology demands increase, security risks arise, performance criteria change, and bookkeeping must keep up as well.
Recent changes to Oregon state law have made payroll management more complicated, requiring a broader awareness of how these changes will affect employee compensation in the coming months. Medical leave provisions, increased pregnancy protections, pay equity fixes, and retirement plan contributions have all been amended in Oregon for 2020. These legislative changes make accurate calculations and withholdings more crucial than ever before to avoid needing to pay back owed wages, delinquent taxes, and incurred penalties.
Major legislation that affects payroll and staffing in Washington state has been passed recently. Some of the new laws already rolled on January 1, 2020, while others will go into effect later this year. Legislation that spans changes to the minimum wage and exempt employee criteria, clarification of job duties, and issuance of paid family medical leave will add new complexities to HR functions and payroll calculations. These changes will affect operations across businesses of all sizes and compensation for a significant segment of the working population as well.
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