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More Contact Information - Unemployment Insurance Fraud - Kansas

Wow!  I have received a lot of phone calls and emails that many of our respective organizations were victims of this.  And, what I learned through this process was another way to contact the Kansas Department of Labor concerning your fraud issues.  It is listed below:

How do I report my suspicions of UI fraud?

You can report fraudulent activity by:

                    UI Fraud Investigations Unit
                    Kansas Department of Labor
                    401 SW Topeka Boulevard
                    Topeka, KS 66603-3182

Unemployment Insurance FRAUD - What To Do

Many clients have reached out to express concerns with unemployment insurance fraud. We have witnessed two types of fraud. First, an unemployment insurance claim against the employer regarding a current employee of the organization, who never filed a claim. Second, an unemployment insurance claim against the employer by a person who never worked for the employer.

If this happens to your business, you should file a fraudulent claim with the Kansas Department of Labor as soon as possible. The link below is for your convenience.

https://www.dol.ks.gov/fraud

If you are in another state, there is a similar claim form you can fill out as well.  Just visit their respective state department of labor web site.

Stay safe, and as always, call HR Partners if you have any questions or concerns.  (785) 233-7860.

COVID Test - Option for Employers

New Health administers COVID testing for employers.  Interested?

Click here for FAQ's that will assist you, and if you have additional questions, please contact Angela or Dr. Hall (their contact information is below). They are here to assist you in this COVID world.

vcards

Stay safe!  And, have a great day!

Q & A - Emergency Paid Sick Leave Act Clarification

This question came to me recently (this week) and I was wrong (it can happen).  Below is the correct answer from the Department of Labor:

If I am an employer, may I use the paid sick leave mandated under the EPSLA to satisfy paid leave entitlements that an employee may have under my paid leave policy?

Read more...

Q & A - Over 50 Employees? How the FFCRA and FMLA Work Together

If you have over 50 employees, and are currently complying with the FMLA, this blog is for you.  The Department of Labor has provided guidance below on how FMLA and FFCRA work together, and not separately.

Do I qualify for leave for a COVID-19 related reason even if I have already used some or all of my leave under the Family and Medical Leave Act (FMLA)?

Read more...

Memo of Notification - COVID HIT

You have a COVID hit with one of your employees.  It has been confirmed with a POSITIVE test result.  What do you do next?  You inform your respective staff who have been exposed.  Click here for a memo template that can be used. 

Questions?  Concerns?  Please call HR Partners at 785-233-7860.

Executive Order No. 20-52

The newest guidelines can be found here.

CDC Guidance

Since the “stay at home” order has been lifted, and the Memorial weekend has passed, many calls have come into HR Partners from employers discussing possible COVID-19 “exposure” scenarios with their respective employees.  So far, most of the “exposures” have come back with negative test results; two were positive. 

So, what should an employer do when an employee reaches out to them about a possible exposure to the COVID-19 virus?  Below is a link to CDC guidelines which can assist you, but if you are still concerned about how to proceed with this new development, please call us at 233-7860.  We have answers.

CDC Guidance

Topeka Family Therapist & Human Resources Expert on Job Stress During Pandemic – KSNT Town Hall

HR Partners' own Kristina Dietrick was on the KSNT Town Hall broadcast last night. Please see a clip from the LIVE show, below:

Topeka Family Therapist & Human Resources Expert on Job Stress During Pandemic – KSNT Town Hall

snip

Subcategories

  • Second Stimulus Package

    On December 20, 2020, Congress reached an agreement on a second stimulus package that will provide immediate aid to both individuals and businesses. This bill now must be signed by the President in order to become law. The bill will impact both the Families First Coronavirus Response Act (“FFCRA”) and loans established under the Paycheck Protection Program (“PPP”).

    FFCRA. Under the bill, the FFCRA is still set to expire on December 31, 2020. However, employers may voluntarily elect to continue to provide FFCRA leave (both paid sick and paid family leave) and receive tax credits until March 31, 2021. The leave under the FFCRA does not renew. This means that any employee who has exhausted their paid leave under the FFCRA will no longer be eligible for FFCRA leave. 

    PPP. The second stimulus package also impacts the PPP by allocating 284 billion dollars for a second round of PPP loans, as well as clarifying PPP forgivable expenses and tax deductions for PPP expenses for both the original and second round of PPP loans. Most notably, the second stimulus package will provide the following:

    • Second Round of PPP Loans. Smaller and harder-hit businesses, qualifying non-profit organizations, housing cooperatives, veterans’ organizations, tribal businesses, self-employed individuals, sole proprietors, independent contractors, and small agricultural co-operatives may be eligible for a second PPP loan with a maximum amount of 2 million dollars if the business does not employee more than three hundred (300) employees, has used or will use the full amount of their first PPP, and can demonstrate at least a twenty-five percent (25%) reduction in gross receipts in the first, second, and or third quarters of 2020 relative to the same 2019 quarter.

     

    • Simplified Forgiveness Application for loans under $150,000. Under this Application, borrowers of both the original and the second round of PPP loans will receive forgiveness if they provide a lender with a one-page certification that includes a description of the number of employees the borrower was able to retain because of the covered loan, the estimated total amount of the loan spent on payroll costs, and the total loan amount. The SBA must establish this form within twenty-four (24) days of the enactment of the Act.

     

    • Allowable and Forgivable Expenses. The following expenses will be considered allowable and forgivable uses of PPP funds for both the original and second round PPP loans made before, on or after enactment of the Act, except in the event that forgiveness has already been obtained: 1) payments for software, cloud computing and other human resources and accounting needs; 2) costs related to property damage due to public disturbances that occurred during 2020 that are not covered by insurance; 3) expenditures to a supplier pursuant to a contract, purchase order, or order for goods in effect prior to taking out the loan that are essential to the borrower’s operations at the time at which the expenditure was made. Supplier costs of perishable goods can be made before or during the life of the loan; and 4) personal protective equipment and adaptive investments to help a borrower comply with COVID-19-related federal, state, or local health and safety guidelines during the period between March 1, 2020 and the end of the national emergency declaration.
    • Tax Treatment of PPP Loans. Both original and second round forgiven PPP loans will not be included in taxable income. Deductions are allowed for expenses paid with proceeds of a forgiven PPP loan, effective as of the date of enactment of the CARES Act and applicable to subsequent PPP loans.
    • Clarification of Forgivable Payroll Expenses. Employer provided group insurance benefits, such as group life, disability, vision, and dental are included in forgivable payroll costs for both the original and the second round PPP loans.

What our clients say...

Berlin-Wheeler, Inc.

   Mark Wheeler
   President
   Berlin-Wheeler, Inc.
 

“Kristina and her group of advisors have been very valuable to our company over the last several years. They have assisted us both in critical employee issues as well as reviewing and updating our employee handbook. As their company name proclaims, they are true business partners!”