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According to the US Department of Labor, in the week ending October 30, the advance figure for seasonally adjusted initial claims was 457,000, an increase of 20,000 from the previous week’s revised figure of 437,000. The 4-week moving average was 456,000, an increase of 2,000 from the previous week’s revised average of 454,000.

Advance Seasonally Adjusted Insured Unemployment Rate Decreases

The advance seasonally adjusted insured unemployment rate was 3.4% for the week ending October 23, a decrease of 0.1 percentage points from the prior week’s unrevised rate of 3.5%.

Advance Seasonally Adjusted Insured Unemployment Decreases

The advance number for seasonally adjusted insured unemployment during the week ending October 23 was 4,340,000, a decrease of 42,000 from the preceding week’s revised level of 4,382,000. The 4-week moving average was 4,410,750, a decrease of 42,750 from the preceding week’s revised average of 4,453,500.

Technological advances have evolved to help employers enhance their operations, become more cost-efficient, and become more engaged with their workers. If you employ a remote workforce, technology is often crucial to bridging any communication lag.

Accessible Communications Solutions to Consider

Accessible communications solutions include the following:

• E-mail
• Instant Messaging
• Tele-conferencing
• Video-conferencing
• Web-conferencing

Residual Benefits from Accessible Communications Solutions

Many businesses have found a variety of residual benefits upon effectively leveraging such technologies. These benefits include cost savings, added flexibility, and expanded client reach.

Find Out More About Technologies to Improve Remote Workforce Communications Now

For more information, be sure to read the featured article by the HR pros at MyHRSupportCenter, Technologies to Improve Remote Workforce Communications. If you’re not yet signed up or would like a free trial of MyHRSupportCenter, contact Vision Payroll today.

In IR-2010-108, the Internal Revenue Service (IRS) announced the 2011 compensation limitation for Simplified Employee Pension (SEP) plans. Under §408(k)(2) of the Internal Revenue Code of 1986, SEP contributions are generally required for any employee of an employer with a SEP plan who has attained age 21, has performed service for the employer during at least three of the immediately preceding five years, and received at least a certain level of “compensation” from the employer for the year.

2011 Compensation Limits Remains Unchanged

For 2011, the compensation limit will remain at $550.

Contact Vision Payroll for More Information on 2011 SEP Plan Changes

Contact Vision Payroll if you have questions on changes to the 2011 SEP Compensation Limitation or visit our Important Facts and Figures page for further information.

In IR-2010-108, the Internal Revenue Service (IRS) announced cost-of-living adjustments to the limits on SIMPLE plan contributions for 2011. The limitation for SIMPLE plans is codified in §408(p)(2)(E) of the Internal Revenue Code of 1986 (IRC). This section also requires annual adjustments as necessary to keep pace with inflation in a manner similar to that required by IRC §415 for retirement plans.

2011 Contribution Limits Remains Unchanged

Because the cost-of-living index in 2010 is lower than it was in 2008, there will be no increases to the amounts. For 2011, the SIMPLE plan regular limitation remains at $11,500. The age 50 and over catch-up contribution remains at $2,500 for individuals who plan to reach age 50 before the end of 2011.

Contact Vision Payroll for More Information on 2011 SIMPLE Plan Changes

Contact Vision Payroll if you have questions on the SIMPLE plan contribution limits or get further information at Important Facts and Figures.

In IR-2010-108, the Internal Revenue Service (IRS) announced the limits on deferral contributions for 2011 under §401(k), §403(b), and §457(e)(15). These limitations are codified in those sections of the Internal Revenue Code of 1986 (IRC). Under IRC §415, the Commissioner of the IRS is required to adjust the plan limitations to keep pace with inflation.

2011 Contribution Limits Remains Unchanged

For 2011, the deferral contribution limitation will remain at $16,500. The age 50 and over catch-up contribution will remain at $5,500 for 2011 for individuals who plan to reach age 50 before the end of 2011.

Contact Vision Payroll for More Information on 2011 Retirement Plan Changes

Contact Vision Payroll if you have questions on changes to the 2011 Retirement Plan Contribution and Compensation Limitations or get further information at Important Facts and Figures.

In IR-2010-108, the Internal Revenue Service (IRS) announced that for 2011 the compensation limitation will remain at $245,000 under §401(a)(17), §404(l), §408(k)(3)(C), and §408(k)(6)(D)(ii) of the Internal Revenue Code of 1986 (IRC).

2011 Contribution Limit Also Remains Unchanged

The contribution limit under IRC §415(c)(1)(A) for defined contribution plans will remain at $49,000. This limit does not include the age 50 and over catch-up contribution of $5,500 when applicable; therefore the total limitation for eligible taxpayers age 50 or over in qualifying plans will be $54,500.

Contact Vision Payroll for More Information on 2011 Retirement Plan Changes

Contact Vision Payroll if you have questions on changes to the 2011 Retirement Plan Contribution and Compensation Limitations or get further information at Important Facts and Figures.

This week’s question comes from Cristina, a company president. We’re doing some planning for next year. What are the 2011 Highly Compensated Employee Limits?

IRS Releases 2011 Highly Compensated Employee Limits in IR-2010-108

In IR-2010-108, the Internal Revenue Service (IRS) announced that for 2011 the Highly Compensated Employee Limitation under §414(q)(1)(B) of the Internal Revenue Code of 1986 will remain unchanged. Non-discrimination testing in some types of retirement plans limits the deferral rate of “highly compensated employees” (HCEs) based upon the deferral rate (ADP) of the “non-highly compensated employees”.

Highly Compensated Employee Compensation Limit Remains at $110,000

For 2011, an HCE is anyone who was a “5-percent owner” at any time during 2010 or 2011 or anyone who received in excess of $110,000 in compensation during 2010 and, if elected by the employer, is in the top twenty percent of employees based upon compensation. The HCE limit was $110,000 for 2008 and 2009.

Look-back Provision Impacts HCE Testing Period

Since the law includes a look-back provision, employees who earned more than $110,000 in 2009 are generally considered HCEs for 2010 plan year testing, employees who will earn more than $110,000 in 2010 are generally considered HCEs for 2011 plan year testing, and employees who will earn more than $110,000 in 2011 are generally considered HCEs for 2012 plan year testing.

Contact Vision Payroll for More Information on HCEs

Contact Vision Payroll if you have questions on changes to the HCE definition for 2010 and 2011 or get further information at Important Facts and Figures.

According to the US Department of Labor, in the week ending October 23, the advance figure for seasonally adjusted initial claims was 434,000, a decrease of 21,000 from the previous week’s revised figure of 455,000. The 4-week moving average was 453,250, a decrease of 5,500 from the previous week’s revised average of 458,750.

Advance Seasonally Adjusted Insured Unemployment Rate Decreases

The advance seasonally adjusted insured unemployment rate was 3.5% for the week ending October 16, a decrease of 0.1 percentage points from the prior week’s revised rate of 3.6%.

Advance Seasonally Adjusted Insured Unemployment Decreases

The advance number for seasonally adjusted insured unemployment during the week ending October 16 was 4,356,000, a decrease of 122,000 from the preceding week’s revised level of 4,478,000. The 4-week moving average was 4,447,250, a decrease of 38,500 from the preceding week’s revised average of 4,485,750.

Hiring remote workers has grown more common and can provide significant benefits for many businesses. Understanding how to manage your employees during this workforce trend is crucial in maintaining top talent and keeping your business competitive.

5 Tips on Working with Remote Workers

1. Get the right workers for remote work
2. Communicate clear expectations
3. Review for relevant policies
4. Leveraging technology for performance
5. Meet regularly and frequently

Implement These Tips for Your Remote Workers

To learn details on how to implement these tips in your workplace, be sure to listen to 5 Tips on Working with Remote Workers in this month’s HRCast, a recording provided by our team of HR Pros and available exclusively on MyHRSupportCenter.

MyHRSupportCenter Provides Alerts, Best Practices, and HR Tools Every Day

Visit MyHRSupportCenter regularly, not only for our HRCasts, but also to get late-breaking compliance alerts, best practices to implement, and HR tools to use every day. If you haven’t yet signed up and would like a free trial of MyHRSupportCenter, contact Vision Payroll today.

According to the California Employment Development Department (EDD), employers in the county of Placer directly affected by the Roseville fire may request up to a 60-day extension of time from EDD to file their State payroll reports and/or deposit State payroll taxes without penalty or interest. This extension may be granted under Section 1111.5 of the California Unemployment Insurance Code (CUIC).

Placer County in a Declared State of Emergency Due to Roseville Fire

Written request for extension must be received within 60 days from the original delinquent date of the payment or return to file/pay.

Vision Payroll Can Assist Placer County Clients with Extension Application

Contact Vision Payroll if you’ve been affected and need to file the extension request.