Archive for March, 2017


The Universal Paid Leave Act 2016

The District of Columbia recently passed the looming Universal Paid Leave Amendment Act (UPLAA). The Act amends the District of Columbia Family and Medical Leave Act (DCFMLA), the Office of Administrative Hearings Establishment Act and the Budget Support Act. The bill’s amendment that are of significance to your organization is to the DCFMLA which expanded the laws definition of family member to include Foster Child.

The UPLAA requires private sector employers, with one or more employees, in the District of Columbia to provide paid family and medical leave. The Act is effective July 2020 but will begin the employer payroll tax deduction of 0.62% in 2019. The bill has placed limitations on how much an employee on UPLAA can receive weekly – $1,000. Employees will request this paid leave through a portal that the Mayor of DC will create. The Mayor will approve or deny requests. Any paid leave request will run concurrently with any eligible Family Medical and Leave Act and DC Family Medical and Leave Act leave. According to the UPLAA:

  • Employees can receive up to eight paid weeks of leave for a qualifying parental event (i.e. new child) within a 52-week period;
  • Employees can receive up to six paid weeks of leave for a qualifying family event (i.e. sick family member) within a 52-week period; and
  • Employees can receive up to two paid weeks of leave for a qualifying medical leave event (i.e. employee’s health) within a 52-week period.

DC employers with less than 70 employees may be eligible to receive a tax credit per employee each year. Employers with less than 50 employees who can successfully demonstrate a financial hardship in providing this benefit may qualify to receive assistance from the Fund (an account established for this purpose).

HRinMotion, LLC will keep your organization up-to-date on this bill and how to comply with it as we approach the effective date.

Written by: Kristy Brown, MSHRM, SHRM-CP HR Compliance Officer

Why You Should Outsource

Why You Should Outsource HR

Did you know that 26% of companies outsource business-related functions to save money? According to The Society for Human Resources Management, nearly 23% of companies outsource to focus on strategy and 18% do it due to a lack of in-house expertise.

But why should you do it for HR specifically? Just think about all the moving parts within an HR department: compliance standards, employee benefits, payroll, training programs and background checks just to name a few.

When your company hires a small business consultant for one–or all–of its HR tasks, you will get the expertise necessary to minimize risk and manage employees. You’ll also save money without hiring an additional staff member and can use the help when necessary.

Whether you’re already considering the use of an outside firm or are just hearing about the idea for the first time, here are a few reasons why you should use a small business consultant for HR:

1) Create value. Not only will you save time and money when it comes to complicated processes, but you will increase efficiency. A consultancy team is there for a specific purpose and won’t be pulled into other tasks, which means they will get things done quickly. Plus, with help from an outside source, you can focus on the bottom line and develop the business without worrying about staff issues.
2) Gain expertise. You’ll feel relieved when you find an expert who knows the ins-and-outs of the best HR practices. You can even gain an outside perspective when it comes to your business strategy, operations management and overall logistics. A consultant will have exposure to other industries and can give advice and suggestions that aren’t emotionally charged either, since they have no ties to the organization.
3) Stay flexible. Without a robust support system in place, it’s extremely difficult to keep up with the ebb and flow of a business’ staff, product and workflow changes. Avoid damaging your reputation–both internally and externally–by bringing in a consultant who can appropriately manage your staff and meet any other unexpected changes.
4) Engage staff. A small business consultant can do more than just complete the necessary paperwork. They can bring in customized training or educational opportunities to enhance employee development and build loyalty.

If you’re ready to keep your company focused on what matters, let us know. HRinMotion, LLC offers a host of HR services that can add value to your business, streamline functions and reduce expenses.