We’re almost through October and 2019 will be here before we know it. This is a great time to review your company’s year-end and new year checklists for compliance. Want to be sure those frightful DOL ghosts and OFCCP goblins don’t come after you? Keep these checklist items in mind:
Year-End Compliance Checklist
- Update your Affirmative Action Plans (AAPs) by your Plan Year
- Conduct a Compensation Analysis to avoid pay discrimination
- Consider creating a Wrap Plan to simplify the Form 5500 filing process
- Evaluate compensation reasonableness with an executive compensation analysis
- Prepare for Open Enrollment and distribute required annual notifications
Additional information on these items can be found in the 2018 Year-End Checklist featured in the latest issue of our newsletter. If you are not currently subscribed to our free quarterly newsletter, please sign up here to receive the latest government contracting updates.
New Year Compliance Checklist
- Provide employees with appropriate pension plan documents. These documents, including Summary Plan Descriptions (SPDs), Summary of Material Modifications (SMM), and Summary Annual Report (SAR), must be provided to all employees by the required dates.
- File payroll and tax forms. The Federal Unemployment Tax Return IRS Form 940 for 2018 must be filed by January 31, 2019. W-2 and 1099 forms for 2018 must also be filed by January 31st.
- Distribute and file 2018 Affordable Care Act documents. Employer Provided Health Coverage, IRS Forms 1095-B and 1095-C are due to employees by January 31st, Employer Provided Health Coverage and IRS Forms 1094-B, 1095-B, 1094-C, and 1095-C are due to the IRS by February 28th if paper filing or March 31st if filing electronically.
- Post OSHA 300 Logs (Form 300 and 300A) between February 1st and April 30th, 2019. Applicable labor relations reports, as required by The Landrum-Griffin Labor Management Reporting and Disclosure Act (LMRDA), are due annually.
- File Equal Employment documents, if applicable. All employers located in the 50 states and the District of Columbia with at least 100 employees are required to file an EEO-1 Report annually with the EEOC. Federal government contractors and first-tier subcontractors with 50 or more employees and at least $50,000 in contracts must also file. The deadline to submit the 2018 EEO-1 Report is March 31st, 2019.
- File Form 5500, if applicable. All pension benefit plans and welfare benefit plans covered by ERISA must file a Form 5500 or Form 5500-SF for a plan year unless they are eligible for a filing exemption. Form 5500 must be filed by the last day of the 7th month following the end of the plan year (July 31st for calendar year plans). A one-time extension of 2 1/2 months may be granted upon submission of an extension request form.
- File VETS-4212 Form, if applicable. The Vietnam Era Veterans Readjustment Assistance Act (VEVRAA) requires all nonexempt federal contractors and subcontractors with a contract or subcontract in the amount of $150,000 or more to provide an annual report of the number of employees in their workforces, by job category and hiring location, and who are qualified covered veterans. VEVRAA also requires federal contractors and subcontractors to report the number of qualified covered veterans hired during the reporting period. Government contractors must submit a VETS-4212 report no later than September 30th of each year.
Redstone’s Halloween Treat Bag
Redstone Government Consulting’s experienced HR team is available to assist your company in meeting any of the requirements listed above. In our treat bag, the Redstone team offers training and consulting packages to help your human resources team tackle its year-end reporting needs.
