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Is paid time off required on Juneteenth, Independence Day, and Labor Day?

With the summer holidays approaching, employers may have questions about providing time off to employees and the pay requirements for employees who work on Juneteenth, Independence Day, and/or Labor Day. To help you understand the rules, here are answers to frequently asked questions about the holidays.  Listen in as we cover:
[00:47] Must employers provide paid time off on Juneteenth, Independence Day, and Labor Day?
[01:58] If a company offers paid holidays, must it observe Juneteenth, Independence Day, or Labor Day?
[02:35] Can an employer require employees to work on Juneteenth, Independence Day, or Labor Day?
[02:56] Can an employer require employees to work the day before and after the holiday to be eligible for a paid holiday?
[03:38] What if the holiday is also the company’s payday?
[04:19] If an employer is open on a holiday, are they required to pay non-exempt employees a premium for working?
[05:06] When an employee receives holiday pay and then works 40 hours in the same workweek, are they entitled to overtime?
[05:50]. Does the company have to include holiday premium pay when determining an employee's regular rate of pay for calculating overtime?
 
This content is based on generally accepted HR practices, is advisory in nature, and does not constitute legal advice or other professional services. ADP does not warrant or guarantee the accuracy, reliability, and completeness of the content. Employers are encouraged to consult with legal counsel for advice regarding their organization's compliance with applicable laws. This content is current as of the published date. 
Copyright © 2025 ADP, Inc. All Rights Reserved. The ADP logo, ADP, RUN Powered by ADP, and HR{preneur} are registered trademarks of ADP, Inc. and its affiliates. All other marks are the property of their respective owners. 
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Paid family leave requirements: A guide for small businesses

State and local jurisdictions continue to adopt and expand programs that entitle employees to paid time off from work for certain family or medical reasons. These are commonly known as paid family and medical leave (PFL) programs, and they typically impose certain requirements on employers, even small business employers. Listen in as we cover:
[00:57] What is paid family leave?
[01:36] Where is paid family leave required?
[02:37] Are small businesses covered by paid family leave?
[02:55] How is paid family leave funded?
[04:24] What is job protection and where is it offered?
[05:48] What absences are covered by paid family leave?
[07:30] What employer requirements do these laws impose?
This content is based on generally accepted HR practices, is advisory in nature, and does not constitute legal advice or other professional services. ADP does not warrant or guarantee the accuracy, reliability, and completeness of the content. Employers are encouraged to consult with legal counsel for advice regarding their organization's compliance with applicable laws. This content is current as of the published date. 
Copyright © 2025 ADP, Inc. All Rights Reserved. The ADP logo, ADP, RUN Powered by ADP, and HR{preneur} are registered trademarks of ADP, Inc. and its affiliates. All other marks are the property of their respective owners. 
Privacy at ADP

Navigating 3 special pay situations: Piece-rate, waiting time, and on-call time

The federal Fair Labor Standards Act (FLSA) requires employers to compensate non-exempt employees at least the minimum wage for each hour worked and pay them overtime (at 1.5 times the employee’s regular rate of pay) whenever they work more than 40 hours in a workweek. The amount employees should receive in pay cannot be determined accurately without knowing the number of hours worked. This can be especially tricky when the employee is paid on a piece-rate basis or has waiting time or on-call time during the workweek. To help you navigate these situations, listen in as we cover:
[01:00] Defining a piece-rate employee
[02:56] Minimum wage rules for piece-rate employees
[03:49] Tracking hours for piece-rate employees
[04:24] Calculating overtime for piece-rate employees
[05:16] Waiting time
[07:20] On-call time
This content is based on generally accepted HR practices, is advisory in nature, and does not constitute legal advice or other professional services. ADP does not warrant or guarantee the accuracy, reliability, and completeness of the content. Employers are encouraged to consult with legal counsel for advice regarding their organization's compliance with applicable laws. This content is current as of the published date. 
Copyright © 2025 ADP, Inc. All Rights Reserved. The ADP logo, ADP, RUN Powered by ADP, and HR{preneur} are registered trademarks of ADP, Inc. and its affiliates. All other marks are the property of their respective owners. 
Privacy at ADP

How to handle emergencies: Preparation, employee pay, and response

We've seen an increase in severe weather, disasters, and other emergencies in recent years. Since these events can impact almost any employer and their employees, all employers should have a plan in place to prepare and respond. To help, this podcast answers common employer questions about disasters and emergencies. Listen in as we cover:
[00:44] Preparation
[01:30] Communication
[02:38] Deciding whether to close
[03:38] Safety responsibilities for employers
[04:21] Pay issues
[09:11] Time off from work
[11:10] Assistance
This content is based on generally accepted HR practices, is advisory in nature, and does not constitute legal advice or other professional services. ADP does not warrant or guarantee the accuracy, reliability, and completeness of the content. Employers are encouraged to consult with legal counsel for advice regarding their organization's compliance with applicable laws. This content is current as of the published date. 
Copyright © 2025 ADP, Inc. All Rights Reserved. The ADP logo, ADP, RUN Powered by ADP, and HR{preneur} are registered trademarks of ADP, Inc. and its affiliates. All other marks are the property of their respective owners. 
Privacy at ADP

Partnering with a PEO to support your small business

Have you ever considered partnering with a Professional Employer Organization (PEO) to support your business? Hear from Dr. Carmen Armstrong, ADP TotalSource Client Relations Executive, and Dena Grammas, ADP Totalsource HR Business Partner, as they discuss PEOs, and how small businesses can benefit from them. Listen in as we cover:
[01:09] What is a PEO?
[01:34] Why would a small business consider a PEO?
[02:35] How does a PEO solve for small business challenges?
[03:08] What is an HR Business Partner?
[05:10] How HR Business Partners help clients with challenges
[06:29] How PEOs help clients navigate complexity
[08:38] The PEO specialists that support clients
[09:46] How a client’s employees benefit from a PEO
[10:49] Defining success as an HRBP
[12:06] Evaluating if your business is right for a PEO
This content is based on generally accepted HR practices, is advisory in nature, and does not constitute legal advice or other professional services. ADP does not warrant or guarantee the accuracy, reliability, and completeness of the content. Employers are encouraged to consult with legal counsel for advice regarding their organization's compliance with applicable laws. This content is current as of the published date. 
Copyright © 2025 ADP, Inc. All Rights Reserved. The ADP logo, ADP, RUN Powered by ADP, and HR{preneur} are registered trademarks of ADP, Inc. and its affiliates. All other marks are the property of their respective owners. 
Privacy at ADP