Resources

Marvel HR Blog

April 13, 2026

Worker Classification Is Changing Again

The Department of Labor published a proposed rule on February 26, 2026, that would rescind the 2024 independent contractor standard and return to a revised economic reality test for determining worker classification under the FLSA. While the rule is still in the comment period through April 28, 2026, field investigators are currently using an older framework, giving employers a narrow window to correct misclassification before new enforcement standards take effect. Misclassifying employees as contractors can expose a business to back wages, payroll tax liability, and benefits claims that compound quickly without proper HR support or payroll compliance oversight. Business owners who rely on contractors, especially across multiple Southeast states, should use this period to conduct a classification audit, and working with an HR outsourcing partner, fractional HR advisor, or PEO can help identify and reduce that exposure before a final rule is issued.

April 10, 2026

2026 Labor Law Updates Southeast Business Owners Need to Know

The 2026 labor law landscape in the Southeast is largely stable on wage floors, with the notable exceptions of Virginia's increase to $12.77 per hour and Florida's upcoming move to $15.00 on September 30. Texas revised its unemployment compensation law to expand claim eligibility for variable-hour workers, and North Carolina clarified its definition of sex for state law purposes. Indiana adds an immigration compliance requirement for employers effective July 1. Multi-state employers should conduct a mid-year review to confirm that pay practices, policies, and documentation align with the current requirements in each state where they operate.

April 8, 2026

Meal Break Compliance in the Southeast: Consequences, Auto Deductions, and More

Most Southeast states including Alabama, Florida, Georgia, Louisiana, Mississippi, North Carolina, South Carolina, and Virginia do not require meal breaks for adult employees, while Kentucky and Tennessee have specific meal break requirements. Automatic lunch deduction policies are not illegal but create significant wage and hour liability when employees work through breaks or are interrupted, with recent violations resulting in penalties exceeding $200,000 for individual employers. Employers must ensure employees are completely relieved of all duties during unpaid meal breaks, implement reporting mechanisms for missed breaks, and train supervisors to identify compliance failures. Employers using automatic deductions should audit timekeeping data regularly and consider requiring employees to clock out and back in for meal breaks to ensure accurate payment for all hours worked.

April 6, 2026

Beyond Federal Holidays: What Paid Days Off Are Employers Actually Offering in 2026

Private employers are not required to provide paid holidays, but 77 percent of full time employees receive an average of 8 paid holidays per year. The six holidays offered by 96 percent of employers are New Year's Day, Memorial Day, Independence Day, Labor Day, Thanksgiving, and Christmas, with many employers adding Martin Luther King Jr. Day, Presidents' Day, the day after Thanksgiving, and Christmas Eve. Floating holidays are now offered by 48 percent of companies, typically providing 1 to 3 days per year that employees can use for cultural, religious, or personal observances. Holiday policies affect recruiting and retention, and employers should ensure their schedules align with industry norms and accommodate workforce diversity.

April 1, 2026

TrumpRx: What Employers and Employees Need to Know About the New Prescription Discount Program

TrumpRx is a government website offering discounted cash prices on 43 brand name medications through manufacturer coupons, but it is not part of employer health insurance plans and cannot be used in combination with insurance. Discounts range from 33 percent to 93 percent off retail prices and are most useful for employees whose insurance does not cover specific medications like weight loss drugs and fertility treatments. For most insured employees, using their insurance will be less expensive than TrumpRx cash prices, and generic medications remain cheaper than brand name drugs even with TrumpRx discounts. Employers should communicate clearly that TrumpRx is a separate cash pay program and encourage employees to compare prices with their pharmacist before choosing a payment method.

March 30, 2026

New I-9 Rules Taking Effect in 2026: What Changed and What You Need to Do Now

A revised Form I-9 edition dated January 20, 2025 is now in effect with updated terminology and document descriptions, and electronic systems must be updated by July 31, 2026. Penalties for I-9 violations range from $288 to $2,861 per paperwork error and up to $28,619 for knowingly hiring unauthorized workers, with ICE conducting over 12,000 audits annually. Remote I-9 verification is permanently available for E-Verify enrolled employers, and the new E-Verify Status Change Report creates ongoing monitoring obligations. Business owners should conduct internal I-9 audits immediately to identify missing or incomplete forms before enforcement actions occur.

March 25, 2026

Southeast Labor Market Review: Q1 2026 Unemployment Rates, Wage Trends, and Industry Shifts

Southeast unemployment rates remain below the national average, with Alabama at 2.7 percent and most regional states under 4.5 percent, reflecting tight labor markets and competitive hiring conditions. Wage growth varies significantly, with Mississippi posting 5.0 percent real wage growth while Tennessee experienced negative growth as inflation outpaced salary increases. Technology, logistics, healthcare, and advanced manufacturing are driving regional job creation, while administrative, manufacturing, finance, and customer service roles are declining due to AI adoption and automation. Employers should review workforce exposure to automation and adjust compensation strategies based on state specific wage trends.

March 13, 2026

Five Critical Elements Every Digital Onboarding Package Needs for a Successful First Day

Successful digital onboarding requires five critical elements: employee handbook with electronic acknowledgment, benefits enrollment portal integrated to the HR system, employment agreements signed digitally and stored centrally, all documents in one centralized system, and a welcome message from leadership. Manual onboarding creates compliance risk, administrative burden, and inconsistent employee experiences. Full automation allows businesses to scale onboarding, reduce errors, and improve compliance. Leaders should evaluate whether their current process supports these elements and identify gaps.

March 11, 2026

How to Design a PTO Policy That Works for Your Industry and Your Business

PTO policies vary significantly by industry, with professional services offering 15 to 25 days, technology offering 20 to 30 days or unlimited PTO, healthcare offering 15 to 20 days, and hospitality offering 5 to 15 days. Accrual based systems limit payout liability but front loaded systems are more attractive to employees and are common in low turnover industries. Rollover policies range from unlimited to use it or lose it, with most employers adopting capped rollover models to balance liability and employee satisfaction. Leaders should evaluate PTO policies based on recruiting competitiveness, employee usage patterns, financial liability, and operational coverage needs.