| Date/Link |
Covered Topics |
| April 30, 2026 |
ExponentHR Features:
- Updating cost allocation settings for a group of employees simultaneously
- Viewing employee's benefit elections for the current or previous plan years (including for now terminated employees)
- Reporting on each time a user's grant access rights are changed
- Establishing variable rates by employee or job codes
- Managing the internal contact list provided by your organization to employees
Highlighted Topic: Systemwide "Spring Cleaning" Opportunities:
Many tools within the ExponentHR website function based on the configuration settings that are managed by your organization. Below are some highlighted areas that employers are encouraged to review on a recurring basis to help ensure optimized functionality.
- OSM Tree
- Action: Remove TBH (To-Be-Hired) open positions that are no longer needed to be filled.
- Benefits: A cleaner and easier view of the organizational tree, creating a more accurate representation of open positions that need recruiting
- Workers' Compensation Rates
- Action: Enter the applicable worker compensation rates for the year
- Benefits: The entered W/C rates are automatically tied to employee job codes and the wages earned. This results in improved reporting for workers compensation wage filing and audits via the existing reports in the ExponentHR system
- Document Management
- Action: Review existing documents published internally by your organization (ex. job descriptions, benefit guides, company handbook, etc.) and remove/update/add accordingly
- Benefits: Resources are current and readily available to employees. These are searchable within the ExponentHR website for employees to easily locate the information they are needing to find
- Notification Recipients
- Action: Review/update the recipient list of the various ExponentHR utilities to ensure that the proper group is being being made aware of information that is relevant to their role
- Benefits: Ensures that the respective employee/groups are made aware when a new item is ready to review or needs action taken
- Example Areas: Time Clock Import, Payroll Batch Management, General Ledger diagnostics, Tax Management, EAN (employee changes), Benefit transaction via portal management, EDI file feeds
- HR Contacts
- Action: Review/update the internal list of management contacts that is made available for employees to access
- Benefits: Employees can easily locate the list within ExponentHR and determine who the designated contact is for their specific need (ex. payroll contact vs benefit)
- Company Configuration
- Action: Review the current settings and available options of the various utilities within the ExponentHR system
- Benefits: Maximize the efficiency and utilization of the ExponentHR service offering, customizing the user experience to match your organization's workflow process and needs
- Identify Inactive Employees Still Employed in ExponentHR
- Action: Use QuickList report to review last time each employee received a paycheck and/or logged into ExponentHR website
- Benefits: Identifies individuals who may no longer be employed but are still designated as active. Determination can be made if a Termination EAN needs to be processed.
- Eligibility Overrides
- Action: Remove any benefit eligibility overrides that are no longer applicable
- Benefits:Employees receive benefit eligibility based on plan rules and only receiving an exception when necessary
- Variable Hour Employee Analysis
- Action: Update dashboard settings for current year
- Benefits: Helps identify any non-eligible employees who need to be made benefit eligible according to PPACA requirements.
Compliance Items:
- California CRD Pay Data Reporting due May 13, 2026
- 2025 data (due in 2026) template changed to include additional fields. Existing report offered by ExponentHR has been updated ot match the new template.
- 2026 data (due in 2027) will switch from using EEO codes to SOC codes. Employers will need to ensure each job title has a value in the existing SOC code field prior to filing in 2027 (employers may start on this now via Company Codes)
- Company Bank Contacts - Please ensure your bank account information is current within Company Configuration (required for upcoming bank changes)
Recent Enhancements:
- ExponentHR Infrastructure Updates: Effective May 1, 2026, the ExponentHR cloud infrastructure is expanding to include additional IP Addresses. If your internal organization utilizes IP allowlisting, action may be needed to ensure the new IP Addresses are included in that allowlist.
- Sunsetting Top Line Navigation: Effective May 15, 2026, the existing top line navigation view option is being sunsetted in preparation for upcoming overall website functionality.
|
| March 26, 2026 |
ExponentHR Features:
- Administrative control to restrict an employee from changing their W-4 elections (ex. if an IRS W-4 Lock-in letter is received)
- Option to delete existing/designated "Other Beneficiaries" of a benefit plan
- Audit report to view all changes to an employee record and who made the change
- SOC (Standard Occupational Classification) code management and reporting
- Managing commuter benefits via self-service enrollment within ExponentHR
ExponentHR WEX Preferred Partner Program:
- ExponentHR is pleased to announce our new preferred partner program with WEX
- WEX assists with the administration and compliance for COBRA, FSA, HSA, and commuter benefits
- As a preferred partner, integration is streamlined and establishing any file feeds
- Preferred pricing with ExponentHR, FSA, HSA, and commuter benefits
- WEX offers employees a comprehensive app to:
- Manage FSA, HSA & commuter benefits via a single card
- Load your card into the app so that Apple Pay may be used to make payments and have funds intuitively deducted from respective account type
- Manage account balances and payments
- Scan items to immediately determine if IRS approved as HSA expense eligible
- COBRA has its own marketplace (potential cost savings)
Compliance Items:
- California CRD Pay Data Reporting due May 13, 2026
- 2025 data (due in 2026) template changed to include additional fields. Existing report offered by ExponentHR has been updated ot match the new template.
- 2026 data (due in 2027) will switch from using EEO codes to SOC codes. Employers will need to ensure each job title has a value in the existing SOC code field prior to filing in 2027 (employers may start on this now via Company Codes)
- ACA 1095-C Deadline reminders (if not using ExponentHR to prepare/file forms):
- March 31 - file form information to IRS
- Company Bank Contacts - Please ensure your bank account information is current within Company Configuration (required for upcoming bank changes)
Recent Enhancements:
- California CRD Pay Data report updated to match new template (reporting 2025 data in 2026), which now includes fields for FLSA Status, Employment Type, and total annual weeks worked
|
| February 26, 2026 |
ExponentHR Features:
- When SSN is used for new user authentication via First Time User Login, dashes are optional
- Displaying a position's unique key when viewing the organizational tree (OSM)
- When enhancement ideas are suggested via Canny, option to see date stamps on posts and comments
- Monitoring compliance items regarding I-9 Section 2 completion
- Available options to personalize a default offer letter before sending to candidate
ExponentHR ATS Feature:
- ExponentATS feature utilizes centralized data set model and embedded applicant tracking functionality empowered by HiringThing
- A single source to manage the complete applicant life cycle from job posting to hiring a candidate
- Some key features include:
- Easy to create a job posting
- AI availability to help build a job description
- Built-in compliance feature (ensuring items are conditionally displayed, like pay transparency for localities where required in a job posting)
- Choose which job boards to publish a job posting (free boards and/or paid boards)
- Multiple career sites can be created, to separate job postings by company, location, or other preferred separation
- Advanced administrative control to refine manager's rights to specific career sites and/or action capabilities
- AI availability to create a resume analysis:
- Looks for specified key words or items like license/certifications
- Automatically compares resume to job description to identify match compatibility
- Option to automatically have a applicable rejection letter sent when certain "knock out" conditions are met during applicant process
- Convenient way to rank applicants to help prioritize/sort administrator view
- Calendar sharing integration to give candidate visibility to when you are available when invited to schedule an interview
- Customized offer letters based on job template
- Integrated with ExponentHR Onboarding feature, for cohesive and complete hiring process.
- Personalized service and short timeline to establish ExponentHR ATS for your and migrate any data
- Walk-through of setting up job position and managing an applicant demonstrated
Compliance Items:
- California CRD Pay Data Reporting: New reporting requirements announced for 2025 and 2026 data:
- 2025 data due May 13, 2026 with additional fields now needed. (Associated report presently being updated in ExponentHR to match new template)
- 2026 data (due in 2027) will switch from using EEO codes to SOC codes. Employers will need to ensure each job title has a value in the existing SOC code field prior to filing in 2027 (employers may start on this now via Company Codes)
- ACA 1095-C Deadline reminders (if not using ExponentHR to prepare/file forms):
- March 3 - provide forms to employees
- March 31 - file form information to IRS
- Company Bank Contacts - Please ensure your bank account information is current within Company Configuration (required for upcoming bank changes)
Recent Enhancements:
- Option to update Alternate Seniority Date via Job Change EAN
- Automatic removal from employee view an EAN when it is cancelled/deleted
- Enhanced employee and manager view of paid leave transactions for prior years
- Retirement contribution limits now displayed on retirement election/summary page
|
| December 11, 2025 |
ExponentHR Features:
- Designating which dependents are required to be enrolled in medical coverage per a court order (QMCSO - Qualified Medical Child Support Order)
- Directly within a hiring EAN, management visibility to preview the respective candidate's offer letter
- System-generated notifications for leave (time off) requests and reminders delivered to time supervisors (additional users can be made aware via a scheduled custom report)
- Ability to bulk post/remove misc. adjustments (ex. bonuses) via the Time Clock Import batch feature
- Obtaining form W-3 and 1096 information via ExponentHR reporting options
- Obtaining a GAP letter for SOC reporting
ExponentHR Year-End Preparation Features:
- Year-end checklist of items to complete is available in the Service & Technology Bulletin
- Overview of key approval deadlines at the federal and state levels
- Upcoming webinar session walking through the S&T Bulletin and best practices
- Strategic use of Employee Notification Options. examples:
- Ability to send employees text messages (ex. office closed due to weather) via Message Center functionality
- Sending notices to employees to check/confirm their mailing address, retirement elections, text messaging enrollment status, etc.
- Strategic QuickList reporting to see items such as:
- who has not yet opted in to receive text message
- who has elected to receive a paper copy of their year-end forms
- which former employees do not have extended/temporary website access to retrieve their year-end forms
- Year-End Information Utility:
- Ability to preview/generate W-2 information at any time, including prior to the end of year
- Proactively see which tax items need to be resolved (ex. missing state tax registration) prior to end of the year
- All year-end forms (W-2/1099) are accessible online to individuals upon employer review/approval of the forms
- Employee option to receive a printed/mailed year-end form in addition to a virtual copy
- Forms are automatically printed/mailed to former employees (based on mailing address)
Compliance Items:
- SECURE Act 2.0 - Beginning 1/1/2026, all retirement catch-up contributions will be required to be made on a ROTH (after-tax basis) for employees whose calendar year 2025 FICA wages exceed the annual limit (see 9/26 S&T Bulletin for more information).
- Note: the annual limit has increased to $150,000 since the 9/26 S&T Bulletin
- One Big Beautify Bill Act (OBBBA) - ExponentHR is proactively acting upon guidance and instructions as they are announced by the government (qualified tips & overtime reporting guidance to be provided by ExponentHR later this month via S&T Bulletin)
- Oregon Sick Leave Usage - Effective January 2, 2026, employees can use sick leave to donate blood to approved programs.
- Oregon Wage Statement - Employer requirement to discuss payroll codes and pay rate information to all new hires and re-communicate to all annually (effective 1/1/2026).
- Paid Leave Program Updates:
- DE - Paid Family & Medical Leave Insurance program starts providing benefits effective January 1, 2026
- MD - Paid Family & Medical leave program will now start in 2028 (was previously set to start 2026)
- ME - Paid Family & Medical leave program starts providing benefits effective January 1, 2026
- MN - Paid Family & Medical leave program starts providing benefits effective January 1, 2026
Recent Enhancements:
- Custom Reporting: Notification of delivered results now contains the file size, which may be used to determine when the scheduled results are blank (no data to review)
- FUTA Tax Credit for CA & US Virgin Islands: A tax adjustment in these jurisdictions was recently issued on all 2025 wages that are subject to unemployment insurance. This was due to the retroactive increase of amount now owed.
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