Integrity HR Management

CRITICAL IHRM BENEFITS DETAILS During these transformative times, we wanted to ensure that you have the most up-to-date information on how benefits premiums work for employees that are laid off, terminated, or have a reduction in hours changing them from full-time to part-time employees.   Due to Senate Bill 51, an employee’s benefits must be carried through the end of the month in which they worked their last day or had a change in eligibility.   For example, if an employee is laid off on the 15 th of the month, then they will have coverage through the end of that month even if they had not been deducted enough to pay the entire premium for the month.   This means that, in order for Integrity HR Management to pay the monthly insurance invoices, you, the employer, will be invoiced for the difference that was not collected via deduction from the employee.   The only exception to this will be for any of our clients that function a month in advance (MIA). ...

Commissioner’s Bulletin # B-0007-20 March 23, 2020 To:   All insurers licensed to write life and accident and health insurance, health maintenance organizations, agents, third-party administrators, utilization review agents, MEWAS licensed in Texas; all insurance companies, corporations, exchanges, mutual, reciprocals, associations, Lloyds, other insurers writing property and casualty insurance in the state of Texas, including workers’ compensation insurance; agents and representative; adjusters; premium finance companies; and other relevant parties Re:   COVID-19: Claim-handling deadlines and premium payments Prompt payment deadline extension On March 20, 2020, Governor Greg Abbott suspended certain claim-handling deadlines imposed by law. Additionally, the Commissioner of Insurance has determined that the COVID-19 pandemic is a disaster under Texas Insurance Code Section 542.059(b). This declaration is necessary due to the significant dis...

Due to recent events it is in the employees best interest to move over to direct deposit or our Paycard if they currently have live check. We want to make sure if Shelter rules come in place that we are able to ACH the employees payroll directly to them and avoid any delays. We want to ensure you that payroll processing will continue as normal and we are all able to work from home. If you have any questions regarding moving employees to direct deposit/paycard please give me a call and I will be happy to assist. Thank you!

COVID-19 LEGISLATION UPDATES We are starting to get some clarity about the details of H.R. 6201.  This legislation gives 2 different types of relief to employees:  expanded FMLA leave and paid sick leave. The expanded FMLA leave is available to eligible employees who cannot work (or telework) because their child's school or childcare service is closed due to COVID-19 emergency declared by a federal, state, or local authority.  It is important to note that if an employee is able to telework and opts not to, they are NOT eligible for this expanded FMLA leave.  The leave would be up to 12 weeks.  The first two weeks would be unpaid.  During this time, employers can allow employees to use accrued but unused leave time.  However, they cannot require an employee to used their accrued but unused leave time.  The following weeks, weeks 3 through 12, would be paid.  The employer will be required to pay the employee 2/3 of his/her regular rat...

CARES ACT The latest version of the Cares Act provides up to $10 million in SBA loans to help small businesses with less than 500 employees cover payrolls from March 1 to June 30. Under the current proposal a business will be eligible for loan forgiveness based on the ratio of employees that remain on the payroll until June 30. See the full proposed Bill Here CARES ACT  Helpful Links: SBA Disaster Loan Program Eligibillity Criteria SBA Disaster Loan Overview SBA Disaster Loan Application Portal Overview City of Boerne Second Declaration of Disaster SBA rolls out $2M loans for Texas Small Businesses  (San Antonio Business Journal)

The federal government has started the process of offering disaster loan relief through the Small Business Association. You will need to prepare essential documents that will help SBA quickly analyze a complete registration.The following documentation is required:  Tax Information Authorization (IRS Form 4506-T available in the SBA loan portal), completed and signed by each applicant, each principal owning 20 percent or more of the applicant business, each general partner or managing member; and, for any owner who has more than 50 percent ownership in an affiliate business. Affiliates include, but are not limited to, business parents, subsidiaries, and/or other businesses with common ownership or management Complete copies, including all schedules, of the most recently filed Federal income tax returns for the applicant business; an explanation if not available Personal Financial Statement completed, signed, and dated by the applicant, each principal owning 2...

March 20, 2020 WEBINAR Download File Here March 20, 2020 - Integrity HR Management Webinar

You've no doubt heard news reports on the severity and spread of the coronavirus during the past several weeks.  According to the Center for Disease Control (CDC), there are more than 3,487 cases of the coronavirus in the United States alone, and the World Health Organization (WHO) is reporting more than 179,165 cases worldwide. While the government is delivering emergency funds to help develop a vaccine and support state and local health departments, you’re probably wondering what you can do now to protect yourself and the people you love.   We hope to keep you informed with updated information on BLOG site located on our IHRM WEBSITE . This is an emerging, rapidly evolving situation and CDC will provide updated information as it becomes available, in addition to updated guidance. For those of you that were not able to attend our webinar or missed a portion of the session we have provided the link below for your viewing pleasure: March 16, 2020 IHRM ...

COVID-19 RELIEF BILL UPDATE Less than 24 hours after the bill was passed and signed, we are starting to look at the details and what it means for businesses.  Here is what we know so far: The bill addresses two different types of relief for employees:  Enhanced FMLA benefits and paid sick leave.  ENHANCED FMLA The enhanced FMLA benefits apply to private employers with fewer than 500 employees and some public employers.  The waiting period for eligibility is 30 days for any FMLA leave request related to COVID-19.  There is no requirement for number of hours worked when using this enhanced FMLA.  Qualifying reasons to use this FMLA expansion would be that an employee who is unable to work (or telework) to take leave due to the need to care for a child under the age of 18 whose school or day care facility has been closed due to public health emergency. If an employee is able to telework (the job requirements are such that they could be performed re...

Coronavirus Information & Resources For Texas Employers  Office of the Commissioner Representing Employers Frequently Asked Questions Q:         I am concerned that my small shop might be ordered to close its doors to control the pandemic.    Would I have to pay for unemployment benefits for my employees? A:                   If a business shuts down due to a closure order from a governmental entity, Section 204.022(a)(1-2) (see  https://statutes.capitol.texas.gov/Docs/LA/htm/LA.204.htm#204.022 ) of the Texas Labor Code may allow an employer to ask for chargeback protection.  If that were to happen, you should include a copy of the shutdown order with your response to the unemployment claim and argue that the closure was mandated by a local or state order. Q:        Can...

US Senate passes H.R. 6201 Bill We received the following summary of the H.R. 6201 Bill that was passed in the U.S. Senate today, March 18, 2020 from the National Association of PEOs (NAPEO).  We will continue to update you as we get more information. Components of H.R. 6201, COVID-19 relief legislation  Temporary Expansion of Family and Medical Leave  • H.R. 6201 would require employers with fewer than 500 employees to provide up to 12 weeks of job-protected leave, ten weeks of which would be paid. • Leave would be for “qualifying need related to a public health emergency.” • Qualifying need is defined as to mean “the employee is unable to work (or telework) due to a need for leave to care for the son or daughter under 18 years of age of such employee if the school [meaning a primary or secondary school only] or place of care has been closed, or the child care provider of such son or daughter is unavailable, due to a public health emergency.” • A “public h...

Co-Employer COVID-19 Policy The world health community continues to monitor closely the emergence of the SARS-CoV-2 virus and the disease it causes, named “coronavirus disease 2019” (COVID-19). At this time, no one knows how severe this outbreak will be. Given this uncertainty, and the fact that the seasonal influenza (flu) virus is also widespread, we are taking proactive steps to address a number of business concerns. First and foremost, we want to maintain a safe workplace and encourage and/or adopt practices protecting the health of employees, customers, visitors or others. We also want to ensure the continuity of business operations during the COVID-19 pandemic. Health and Safety The following steps should be taken at all times to reduce the transmission of communicable diseases, including COVID-19, in the workplace.   Stay home when you are sick.  With the COVID-19 virus, you should not come to work if you are experiencing the following symptoms:...