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ABOUT US | MINERAL
Personalized . Every growing business’ journey is different, filled with its own twists and turns. Mineral is with you every step of the way, providing expert advice and customized support so that you’re always ready for whatever lies ahead. CONTACT US | MINERAL Get in touch with our support team, sales team, or view our media kit.WELCOME TO MINERAL
A company’s brand is more than its name and logo. A company’s brand is its story – a story about its mission, values, and customers. A story about the impact it’s looking to make in theworld.
COBRA SUBSIDY: WHAT EMPLOYERS NEED TO KNOW The American Rescue Act of 2021 (ARPA) is the latest federal law addressing the economic impact of the COVID-19 pandemic. Most aspects of the law do not directly affect the employer’s HR/Benefits function, but ARPA does include an optional extension of sick and family leave (see our summary) and the establishment of a COBRA subsidy.. This article takes a closer look at the COBRA HOW TO TELL WHETHER AN EMPLOYEE IS EXEMPT OR NON-EXEMPT Exempt and non-exempt are classifications under the Fair Labor Standards Act (FLSA), a federal law requiring that most employees receive at least minimum wage for each hour worked and overtime pay for hours worked over 40 in a workweek. Employees who are entitled to both minimum wage and overtime are called non-exempt, while those whoTRUSTMINERAL.COM
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ASK THE EXPERTS: USING DEPENDENT CARE FSA FOR PRESCHOOL Answer: Expenses for preschools, nursery schools, or similar programs for children below the level of kindergarten often qualify for reimbursement from the employee’s dependent care FSA. Not all cases will qualify, though, so be sure three specific conditions are met. First, the dependent care expenses must be work-related. HOW DO WE HANDLE PAY FOR AN EMPLOYEE OUT ON MILITARY LEAVE Answer: There are two federal laws to consider when managing pay for employees on military leave: the Fair Labor Standards Act (FLSA) and the Uniformed Services Employment and Reemployment Rights Act (USERRA). According to the FLSA, non-exempt employees only need to be paid for hours actually worked. Exempt employees, however, mustreceive
HR AND COMPLIANCE SERVICES & PLATFORM Hi! We’re Mineral. Our mission is to take the guesswork out of HR and compliance so you can manage workplace challenges with confidence. From expert guidance and resources to proactive alerts, we’re your one-stop ticket to a healthier organization. HR & COMPLIANCE PRODUCTS Coming July 2021: the first-ever intelligent HR and compliance platform. Mark your calendars and get fired up—because this summer, we’re bringing together the best of ThinkHR and Mammoth into a single platform that’s powered by technology, data, and humanexpertise.
ABOUT US | MINERAL
Personalized . Every growing business’ journey is different, filled with its own twists and turns. Mineral is with you every step of the way, providing expert advice and customized support so that you’re always ready for whatever lies ahead. CONTACT US | MINERAL Get in touch with our support team, sales team, or view our media kit.WELCOME TO MINERAL
A company’s brand is more than its name and logo. A company’s brand is its story – a story about its mission, values, and customers. A story about the impact it’s looking to make in theworld.
COBRA SUBSIDY: WHAT EMPLOYERS NEED TO KNOW The American Rescue Act of 2021 (ARPA) is the latest federal law addressing the economic impact of the COVID-19 pandemic. Most aspects of the law do not directly affect the employer’s HR/Benefits function, but ARPA does include an optional extension of sick and family leave (see our summary) and the establishment of a COBRA subsidy.. This article takes a closer look at the COBRA HOW TO TELL WHETHER AN EMPLOYEE IS EXEMPT OR NON-EXEMPT Exempt and non-exempt are classifications under the Fair Labor Standards Act (FLSA), a federal law requiring that most employees receive at least minimum wage for each hour worked and overtime pay for hours worked over 40 in a workweek. Employees who are entitled to both minimum wage and overtime are called non-exempt, while those whoTRUSTMINERAL.COM
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ASK THE EXPERTS: USING DEPENDENT CARE FSA FOR PRESCHOOL Answer: Expenses for preschools, nursery schools, or similar programs for children below the level of kindergarten often qualify for reimbursement from the employee’s dependent care FSA. Not all cases will qualify, though, so be sure three specific conditions are met. First, the dependent care expenses must be work-related. HOW DO WE HANDLE PAY FOR AN EMPLOYEE OUT ON MILITARY LEAVE Answer: There are two federal laws to consider when managing pay for employees on military leave: the Fair Labor Standards Act (FLSA) and the Uniformed Services Employment and Reemployment Rights Act (USERRA). According to the FLSA, non-exempt employees only need to be paid for hours actually worked. Exempt employees, however, mustreceive
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A company’s brand is more than its name and logo. A company’s brand is its story – a story about its mission, values, and customers. A story about the impact it’s looking to make in theworld.
HR AND COMPLIANCE BLOG Tips for Preparing Form 5500. At this time of year, many employers and benefit advisors begin preparing Form 5500, the annual report requiredfor most
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Equal opportunities, accessibility for all. Mineral values diversity and is proud to be an Equal Employment Opportunity employer. All individuals seeking employment at Mineral are considered without regard to race, color, religion, national origin, age, sex, marital status, ancestry, physical or mental disability, veteran status, gender identity, sexual orientation, or any other legallyTRUSTMINERAL.COM
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THE AFFORDABILITY TEST FOR 2021 HEALTH PLANS The Affordable Care Act’s employer shared responsibility provision — often called the employer mandate or “play or pay” — requires large employers to offer health coverage to their full-time employees or face a potential penalty. (Employers with fewer than 50 full-time and full-time-equivalent employees are exempt.) Large employers can avoid the risk of any play CAN WE CURRENTLY ACCEPT EXPIRED DOCUMENTS FOR THE I-9 The Department of Homeland Security (DHS) has issued a temporary policy to allow employers to accept expired List B documents when completing the Form I-9 beginning May 1. This policy is intended to account for the fact that many people are unable to renew their driver’s licenses or state ID cards at this time due ASK THE EXPERTS: OVERTIME AND PAID TIME OFF Answer: No. Because holiday, PTO, and vacation hours are not actually hours worked they do not count towards overtime pay. Under the Fair Labor Standards Act (FLSA), an employer who requires or permits an employee to work overtime is generally required to pay the employee premium pay for such overtime work. Unless specifically exemptedABOUT US | MINERAL
Personalized . Every growing business’ journey is different, filled with its own twists and turns. Mineral is with you every step of the way, providing expert advice and customized support so that you’re always ready for whatever lies ahead.RESOURCES - MINERAL
Resources Our resource center is your go-to hub for white papers, case studies, data sheets, and other useful information.WELCOME TO MINERAL
A company’s brand is more than its name and logo. A company’s brand is its story – a story about its mission, values, and customers. A story about the impact it’s looking to make in theworld.
HR AND COMPLIANCE BLOG Get practical advice and really smart insights on all things HR andcompliance.
COBRA SUBSIDY: WHAT EMPLOYERS NEED TO KNOW The American Rescue Act of 2021 (ARPA) is the latest federal law addressing the economic impact of the COVID-19 pandemic. Most aspects of the law do not directly affect the employer’s HR/Benefits function, but ARPA does include an optional extension of sick and family leave (see our summary) and the establishment of a COBRA subsidy.. This article takes a closer look at the COBRA CONTACT OUR SALES TEAM We’re ready to answer your questions and tell you more about Mineral. Fill out the form to: Get a demo and pricing of Mineral HR and compliance solutions HOW TO TELL WHETHER AN EMPLOYEE IS EXEMPT OR NON-EXEMPT Exempt and non-exempt are classifications under the Fair Labor Standards Act (FLSA), a federal law requiring that most employees receive at least minimum wage for each hour worked and overtime pay for hours worked over 40 in a workweek. Employees who are entitled to both minimum wage and overtime are called non-exempt, while those who REVOLUTIONARY RISK MANAGEMENT SOFTWARE THAT SIMPLIFIES Revolutionary Risk Management Software That Simplifies “HR BASICS” QUIZ! Robin Shea, partner with leading national labor and employment law firm (and ThinkHR strategic employment law partner) Constangy, Brooks, Smith & Prophete, LLP, tests your HR knowledge with this quiz. A fun way to while away your time until the weekend officially arrives. How much do you know about the basics of HR law? Take our HOW DO WE HANDLE PAY FOR AN EMPLOYEE OUT ON MILITARY LEAVE Answer: There are two federal laws to consider when managing pay for employees on military leave: the Fair Labor Standards Act (FLSA) and the Uniformed Services Employment and Reemployment Rights Act (USERRA). According to the FLSA, non-exempt employees only need to be paid for hours actually worked. Exempt employees, however, mustreceive
ABOUT US | MINERAL
Personalized . Every growing business’ journey is different, filled with its own twists and turns. Mineral is with you every step of the way, providing expert advice and customized support so that you’re always ready for whatever lies ahead.RESOURCES - MINERAL
Resources Our resource center is your go-to hub for white papers, case studies, data sheets, and other useful information.WELCOME TO MINERAL
A company’s brand is more than its name and logo. A company’s brand is its story – a story about its mission, values, and customers. A story about the impact it’s looking to make in theworld.
HR AND COMPLIANCE BLOG Get practical advice and really smart insights on all things HR andcompliance.
COBRA SUBSIDY: WHAT EMPLOYERS NEED TO KNOW The American Rescue Act of 2021 (ARPA) is the latest federal law addressing the economic impact of the COVID-19 pandemic. Most aspects of the law do not directly affect the employer’s HR/Benefits function, but ARPA does include an optional extension of sick and family leave (see our summary) and the establishment of a COBRA subsidy.. This article takes a closer look at the COBRA CONTACT OUR SALES TEAM We’re ready to answer your questions and tell you more about Mineral. Fill out the form to: Get a demo and pricing of Mineral HR and compliance solutions HOW TO TELL WHETHER AN EMPLOYEE IS EXEMPT OR NON-EXEMPT Exempt and non-exempt are classifications under the Fair Labor Standards Act (FLSA), a federal law requiring that most employees receive at least minimum wage for each hour worked and overtime pay for hours worked over 40 in a workweek. Employees who are entitled to both minimum wage and overtime are called non-exempt, while those who REVOLUTIONARY RISK MANAGEMENT SOFTWARE THAT SIMPLIFIES Revolutionary Risk Management Software That Simplifies “HR BASICS” QUIZ! Robin Shea, partner with leading national labor and employment law firm (and ThinkHR strategic employment law partner) Constangy, Brooks, Smith & Prophete, LLP, tests your HR knowledge with this quiz. A fun way to while away your time until the weekend officially arrives. How much do you know about the basics of HR law? Take our HOW DO WE HANDLE PAY FOR AN EMPLOYEE OUT ON MILITARY LEAVE Answer: There are two federal laws to consider when managing pay for employees on military leave: the Fair Labor Standards Act (FLSA) and the Uniformed Services Employment and Reemployment Rights Act (USERRA). According to the FLSA, non-exempt employees only need to be paid for hours actually worked. Exempt employees, however, mustreceive
REVOLUTIONARY RISK MANAGEMENT SOFTWARE THAT SIMPLIFIES Revolutionary Risk Management Software That Simplifies CONTACT OUR SALES TEAM We’re ready to answer your questions and tell you more about Mineral. Fill out the form to: Get a demo and pricing of Mineral HR and compliance solutions TIPS FOR PREPARING FORM 5500 The following are the most frequently asked questions we receive about Form 5500 for employer-sponsored health and welfare plans.CAREERS | MINERAL
Mineral values diversity and is proud to be an Equal Employment Opportunity employer. All individuals seeking employment at Mineral are considered without regard to race, color, religion, national origin, age, sex, marital status, ancestry, physical or mental disability, veteran status, gender identity, sexual orientation, orany other legally
PUTTING AT-WILL EMPLOYMENT AT RISK “At-will” employment refers to a common-law rule that the employment relationship may be terminated by the employer or the employee at any time, with or without cause, with or without notice, for any reason (allowed by law) or no reason at all. The intent behindthis rule is
ASK THE EXPERTS: MANDATORY FLU SHOTS Question: Can we require our employees to get flu shots? Answer: While there is no law that prohibits employers from mandating flu shots — and in some states, the law requires all healthcare workers to get flu shots — you should carefully determine if the benefits to your business outweigh the risks. There has been THE AFFORDABILITY TEST FOR 2021 HEALTH PLANS The Affordable Care Act’s employer shared responsibility provision — often called the employer mandate or “play or pay” — requires large employers to offer health coverage to their full-time employees or face a potential penalty. (Employers with fewer than 50 full-time and full-time-equivalent employees are exempt.) Large employers can avoid the risk of any play HOW TO INCREASE DIVERSITY IN YOUR RECRUITING AND HIRING The recruiting and hiring process is supposed to select the best candidates while deterring unqualified job seekers from applying or advancing. All too often, however, the process creates obstacles or disadvantages for qualified candidates due to their membership in a protected class or minority group. Even a well-meaning process may be discriminatory. Below are some WHY YOU SHOULD CONSIDER PROGRESSIVE DISCIPLINE BEFORE Terminating employment always comes with risk, even when it’s done for good cause. You can reduce this risk by using progressive discipline. As its name suggests, progressive discipline involves a progression of disciplinary actions with escalating consequences. When used to give employees with behavioral or performance problems time and opportunity to improve, it demonstrates good “HR BASICS” QUIZ! Robin Shea, partner with leading national labor and employment law firm (and ThinkHR strategic employment law partner) Constangy, Brooks, Smith & Prophete, LLP, tests your HR knowledge with this quiz. A fun way to while away your time until the weekend officially arrives. How much do you know about the basics of HR law? Take our* Contact Sales
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We don’t think you should spend your valuable time Googling how to stay compliant. That’s why we offer a comprehensive HR and compliance solution for businesses, powered by an innovative mix of technology, data, and human expertise. If it seems like HR and compliance laws are always changing, that’s because they are. At Mineral, we believe that no business should be caught off guard when laws or regulations change. HERE’S HOW WE SUPPORTED OUR CLIENTS IN 2020.11,000
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