Employment and tax compliance is not static. Requirements change because of new laws, hiring in a new state, employees relocating, or when government agencies tell you they’ve changed—UI rate changes, notifications and enforcements. Companies change too as headcount grows, revenue increases in more places, and what they are registered in each jurisdiction.
Since compliance is constantly changing, businesses need to answer “what do I need to do to be compliant?” continuously. Compliance is really a workflow, one that never stops over the course of doing business.
See also:
- People intuitively know that they need to be compliant, but a challenge with compliance products is selling non-compliance
- Building compliance products is like reading Kafka but you get to fix it
Links to this note
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It’s becoming clear that remote work isn’t going anywhere. A large portion of the workforce continues to work from home. Return to office stagnated. Office real estate value is plummetting.
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The rules for when a company must provide federally mandated medical leave to employees may change due to remote work. So far though, proximity to an office is still an important criteria. In Texas, a court ruled that an employer was not liable for FMLA because the employee was working remotely, reporting to an Ohio office, and was not within 75 miles of the office because they worked from home in Texas.