2014 HR Compliance Requirements for Businesses |

Mark your calendars today to make sure you don’t miss any of these important HR deadlines!

Date		Compliance Requirement
01/01/2014		Review State Laws for effective dates and changes to employment protections.
01/01/2014		IRS: Employees need to fill out 2014 W-4 form.
01/01/2014		Health Care: Employers provide notices to new employees if they offer health care benefits. If employers do not provide health care benefits then provide notice directing them to Federal or State Marketplace options.
01/01/2014		I-9: New I-9 Immigration Form Documents required.
01/31/2014		IRS:W-2 distribution deadline. Include the cost of employer paid health plans on W-2 forms.
02/01/2014		OSHA: Most employers are required to post the Log of Work-Related Injuries and Illnesses (Form 300A) in their workplaces from Feb. 1 until April 30 of each year.
03/24/2014		VEVRAA: The Vietnam Era Veterans Readjustment Assistance Act requires contractors to take affirmative action to employ veterans covered under the act. Section 503 of the Rehabilitation Act requires the same for people with disabilities. Self-identity forms are now required.
09/30/2014		EEO-1 Report: By this date, employers with federal government contracts of $50,000 or more and 50 or more employees and employers that do not have a federal government contract but have 100 or more employees must file an EEO-1 report with the EEOC.
09/30/2014		VETS-100A Report: By this date, federal contractors must file the VETS-100A Report for government contracts of $100,000 or more that were entered into or modified on or after Dec. 1, 2003, as well as the VETS-100 Report for any unmodified government contracts of $25,000 or more that were entered into prior to Dec. 1, 2003.
10/15/2014		Medicare Part D Notice: Employers whose health plans contain prescription drug coverage must distribute an Annual Notice to plan participants who are or who might be eligible for Medicare Part D.
01/01/2015		Health Care Reform: The “Pay or Play” goes into effect. Employers with more than 50 full-time equivalent employees will be subject to penalties if they do not offer the appropriate health care benefits.