Payroll

November 2024 Newsletter

Each month, Optimum Employer Solutions gathers the latest updates and changes to federal and state employment law. Read on to learn how these changes may affect you, and how Optimum can help you ensure compliance.

HR Question
Question: How can an employee claim harassment when offensive jokes or other conduct are not directed specifically at them?

Read on to learn how employers are liable in these situations and the appropriate steps to prevent and correct harassment in the workplace.

Federal/State Updates

Judge Throws Out DOL Rule Raising Salary Threshold
On Friday, November 15, 2024, the U.S. District Court for the Eastern District of Texas struck down and vacated the US Department of Labor’s (“DOL”) 2024 overtime rule (the “2024 Rule”) that raised the salary threshold for “white collar” exemptions. The 2024 Rule implemented a three-staged increase to raise the salary threshold from $684 per week to $844 per week effective July 1, 2024, and then to $1,128 per week effective January 1, 2025. Thereafter, it was scheduled to increase every three years, beginning in 2027.

The court ruled the DOL exceeded its statutory authority when it enacted the 2024 Rule because “the minimum salary level imposed by the 2024 Rule ‘effectively eliminates’ consideration of whether an employee performs ‘bona fide executive, administrative, or professional capacity’ duties in favor of what amounts to a salary-only test.”

The court’s ruling, which is effective nationwide, means that the scheduled January 1, 2025, increase to $1,128 will not go into effect. In vacating the 2024 Rule in its entirety, the court also negated the July 1, 2024, increase that had previously gone into effect. This means that the salary threshold for employees to be classified as exempt under the federal executive, administrative, or professional exemptions reverts to the pre-July 2024 threshold of $684 per week.

Whether the DOL will appeal this decision remains to be seen. With the change in presidential administrations coming in January, the DOL’s new leadership is likely to drop any challenge and let the court’s decision stand. If you’re an employer who increased your exempt employees’ salaries to comply with the July 2024 adjustment and are considering lowering these employees’ pay, we recommend consulting with counsel first. Employers are reminded that several jurisdictions have salary thresholds higher than what is required federally, including California, Colorado, and New York, among others; these are unaffected by this court ruling.

DOL Issued Guidance for Employers and Using AI in the Workplace
The US Department of Labor recently issued guidance on principles and best practices for using AI in the workplace. The publication expands on the topics listed below to provide employers with a roadmap for the development and use of AI:

  • Centering Worker Empowerment: Workers and their representatives, especially those from underserved communities, should be informed of and have genuine input in the design, development, testing, training, use, and oversight of AI systems in the workplace.
  • Ethically Developing AI: AI systems should be designed, developed, and trained in a way that protects workers.
  • Establishing AI Governance and Human Oversight: Organizations should have clear governance systems, procedures, human oversight, and evaluation processes for AI systems for use in the workplace.
  • Ensuring Transparency in AI Use: Employers should be transparent with workers and job seekers about the AI systems that are being used in the workplace.
  • Protecting Labor and Employment Rights: AI systems should not violate or undermine workers’ right to organize, health and safety rights, wage and hour rights, and anti-discrimination and anti-retaliation protections.
  • Using AI to Enable Workers: AI systems should assist, complement, and enable workers, and improve job quality.
  • Supporting Workers Impacted by AI: Employers should support and upskill workers during job transitions related to AI.
  • Ensuring Responsible Use of Worker Data: Workers’ data collected, used, or created by AI systems should be limited in scope and location, used only to support legitimate business aims, and protected and handled responsibly.

If you currently use AI, or are thinking about using it to streamline HR, you are encouraged to review the DOL guidance, as well as guidance issued by the DOJ related to how AI can lead to disability discrimination, and that issued by the EEOC related to using AI for assessing job applicants and employees.

2025 Minimum Wage Updates
Please click HERE to find the minimum wage updates, by state and locality, that will be going into effect on January 1st, 2025. We have also provided links to the state sites for reference. 

All employees working in these locations (including remote workers) will need to be increased to the new minimum wage amounts to be in compliance. Please note that, based on these new rates, the exempt salary threshold has also increased for several states.

Your Optimum HR Professional will be providing affected employers additional details, as well as a list of all employees impacted by these new rates, within the next several weeks.

You can find the minimum wage update list HERE.

EEOC Ramps Up Enforcement of Pregnancy Discrimination Under PWFA
Just months after issuing its final rule implementing the Pregnant Workers Fairness Act (PWFA), the U.S. Equal Employment Opportunity Commission (EEOC) has initiated multiple actions against employers for allegedly violating the PWFA. Read more here.

Must Read if You Use 3rd Party Vendor to Monitor Employees
The Consumer Financial Protection Bureau (CFPB) recently issued guidance that takes an aggressive position regarding the scope of the Fair Credit Reporting Act (FCRA) as covering certain employee monitoring and assessment tools used for hiring and to gauge employee productivity. This development affects virtually every employer using third-party vendors for employee screening, monitoring, or assessment. Read more here.

Indefinite Remote Work Isn’t Necessarily a Reasonable Accommodation
On October 17, 2024, the U.S. District Court for the District of Kansas entered summary judgment in favor of the Unified Government of Wyandotte County/Kansas City, Kansas, as representative of the Kansas City Board of Public Utilities (BPU) and against a former employee, Jill Ann Rogers, on her claims for harassment, discrimination, and failure to accommodate under the Americans with Disabilities Act (ADA). Read more here.

California

California Released PAGA FAQs
The California Department of Industrial Relations recently published updated Frequently Asked Questions related to the Private Attorneys General Act (“PAGA”) and the recent amendments that impact PAGA claims after June 19, 2024. Read more here.

Massachusetts

Massachusetts’ Earned Sick Time Law Now Covers Pregnancy Loss
As of Nov. 21, 2024, Massachusetts employees may use earned sick time to address physical and mental health needs following a pregnancy loss or failed assisted reproduction, adoption, or surrogacy under an amendment to the Massachusetts Earned Sick Time Law. Read more here.

Missouri

Missouri Voters Pass Ballot Measure for Sick and Safe Leave, Minimum Wage Increase
Missouri voters have approved a state ballot measure that will increase the state minimum wage starting in 2025 and provide employees in the state with paid sick and safe leave, becoming one of the latest to join the growing list of states with some form of earned paid sick time. Read more here.

New York

New York Amends Constitution to Expand Equal Protection
On November 6, 2024, New Yorkers across the state voted “yes” on the Equal Rights Amendment, commonly known as Proposition 1. The newly passed Equal Rights Amendment expands New Yorkers’ constitutional civil rights and codifies protections against discrimination in the state constitution. Read more here.

October 2024 Newsletter

Each month, Optimum Employer Solutions gathers the latest updates and changes to federal and state
employment law. Read below to learn how these changes may affect you, and how Optimum can help you
ensure compliance.

HR Question
Question: An employee has requested a four-week medical leave to have major surgery. Do we have to hold his job for him?
Read on for the answer!

Federal/State Updates
Political Speech in the Workplace: Strategic Considerations for Employers
Political speech in the workplace has become a growing concern for employers in recent years. The polarized political climate, combined with the increasing use of social media and digital communication, has amplified the visibility and impact of employees’ political views.

While political discourse can foster vibrant and diverse ideas, it also poses significant challenges for employers. Balancing employees’ rights with the need to maintain a harmonious and productive work environment requires a nuanced approach. This article explores strategic considerations for employers in addressing political speech in the workplace as we approach a historic presidential election. Read more here.

Upcoming Voting Leave Compliance Obligations
Election Day is almost here, so now is a good time to brush up on voting leave laws and make sure you’re posting any mandatory notices.

Voting Leave
Most states require that employers provide at least a few hours off to vote, and sometimes those hours need to be paid. Often these laws require very little advance notice from employees about their need for leave, so employers should be prepared to grant last-minute requests to leave work to vote.

If you’re in a state with early voting, you may want to encourage employees to take advantage of that option—by offering the same time-off benefit—to reduce the number of absences on Election Day. The availability of early voting and absentee ballots, however, doesn’t change an employee’s right to vote on Election Day if that’s their preference.

Required Notices
California, DC, and New York also require that employers post a notice about employees’ voting rights in a conspicuous location in the workplace. Employees who work from home or don’t report to the workplace regularly should be provided with these notices electronically. (If you have a All in One Labor Law Poster, this posting may already be included.)

California
California requires the notice to be posted at least 10 days before the November 5 election—which is October 26, a Saturday. If you’re closed on Saturdays, we recommend posting or sending this notice by Friday the 25th. California’s notice can be found in English here and in other languages here.

The District of Columbia
DC requires that employers post a voting leave notice created by the DC Board of Elections (DCBOE) at least 60 days before the November 5 election—which is September 6. If you provide this notice electronically for remote employees, you need to get their acknowledgment of receipt. This election’s notice can be found in English and in other languages here. The DCBOE has a web page with additional information.

New York
New York requires the notice to be posted at least 10 working days before the November 5 election (this would be October 22 for a Monday through Friday workplace). New York’s notice is available here.

2025 Minimum Wage Updates
Please click HERE to find the minimum wage updates, by state and locality, that will be going into effect on January 1st, 2025. We have also provided links to the state sites for reference. 

All employees working in these locations (including remote workers) will need to be increased to the new minimum wage amounts to be in compliance. Please note that, based on these new rates, the exempt salary threshold has also increased for several states.

You can find the minimum wage update list HERE.

California
CROWN Act Amended
On September 26, 2024, Governor Newsom signed Assembly Bill (AB) 1815, which amends the definition of “race” in the anti-discrimination provisions of the California Government Code, and Education Code, as well as the definitions of “protective hairstyles.”  Under the bill, the same definitions apply to the Unruh Civil Rights Act which covers discrimination by businesses.

New Law Restricts Driver’s License Requirements in Job Postings
On September 28, 2024, Governor Newsom signed Senate Bill (SB) 1100 into law making it an unlawful employment practice to include statements about the need for a driver’s license in job advertisements, postings, applications, and similar employment material. Read more here.

New California Healthcare Minimum Wage in Effect
As of October 16th, the new healthcare minimum wage is in effect. We have previously sent information to all clients potentially impacted, however full details can also be found HERE.

Maine
Paid Family and Medical Leave Proposed Rules Released
The Maine Department of Labor (DOL) announced revised proposed rulemaking for the Maine Paid Family and Medical Leave Program. Read more here.

Maryland
Wage Transparency and Paystub Notice Laws Effective Oct. 1
The Maryland Department of Labor (MDDOL) has issued FAQs and template forms that are deemed to comply with the employer mandates of the Maryland Wage Transparency Law and the Paystub Notice Requirement scheduled to go into effect October 1, 2024. Read more here.

Massachusetts
PFMLA Doesn’t Require Employers to Allow Benefits Accrual
In one of the first decisions interpreting the Massachusetts Paid Family and Medical Leave Act (PFMLA), the Supreme Judicial Court (SJC) held that the PFMLA does not require an employer to allow employees to accrue benefits, such as vacation time and sick time, during PFMLA leave. Read more here.

Michigan
Minimum Wage Clarification
Following the Michigan Supreme Court’s July 31, 2024, ruling that the state legislature’s December 2018 “adopt and amend” action was unconstitutional, and that the state’s minimum wage will increase in 2025, the court has now clarified what those minimum wage increases will be when the law takes effect on February 21, 2025. Read more here.

Optimum Employer Solutions Named One of the Fastest-Growing Privately Held Companies of 2024

SANTA ANA, Calif., October 8, 2024 (Newswire.com) – Optimum Employer Solutions has once again been recognized as one of the Fastest-Growing Privately Held Companies of 2024 by the Orange County Business Journal. This achievement highlights the company’s continued success in the HR solutions industry, driven by a dedicated team and the strong relationships it has built with its clients.

This marks Optimum Employer Solutions’ third major recognition in 2024, adding to an already impressive year. Earlier, the company earned a spot on the Inc. 5000 list of Fastest-Growing Private Companies in America as a 12-time repeat honoree, which celebrates the nation’s most innovative and thriving independent businesses. In addition, Optimum was once again honored with the Orange County Business Journal’s Best Places to Work Award, a distinction the company has proudly received every year since 2016.

Since its inception, Optimum Employer Solutions has grown significantly, all while maintaining its commitment to providing exceptional, personalized HR services. This recognition showcases the company’s ability to innovate and deliver high-quality support to businesses nationwide, contributing to its remarkable growth over the years.

In the past year, Optimum Employer Solutions has expanded its offerings, improved its processes, and strengthened its client relationships, ensuring that it remains at the forefront of the HR services industry. The company attributes its growth to the collaborative environment it fosters internally and the deep connections it forms with its clients.

As Optimum celebrates this latest achievement, the company looks ahead to the future with optimism. With an unwavering focus on growth and innovation, Optimum Employer Solutions is poised to continue its upward trajectory, delivering impactful solutions that empower businesses to succeed.

Optimum Employer Solutions thanks its clients, partners, and team members for being integral parts of this incredible journey and is excited for the many opportunities that lie ahead.

About Optimum Employer Solutions 

Optimum Employer Solutions — an IRS-designated Certified* Professional Employer Organization (CPEO) — was founded with the goal of helping small businesses survive, thrive, and compete for the best talent by giving them access to resources and benefits typically only found at very large companies. As a single, knowledgeable partner, we help our clients to focus on their core business and save time and money by handling all their HR, benefits, and payroll needs. 

*Certification by the IRS does not imply endorsement of one company over another.

We Care About Your Humans

www.optimumhr.net

September 2024 Newsletter

Each month, Optimum Employer Solutions gathers the latest updates and changes to federal and state
employment law. Read below to learn how these changes may affect you, and how Optimum can help you
ensure compliance.

Question of the Month

Question: I have a problem employee who gave their two-week notice. Management’s thinking is “good riddance!” and we want to accept their resignation immediately. The employee has company property at their house, and we’re concerned they won’t return it. What are the final pay requirements we must follow? Can we withhold a portion of their final check until they return the company property?

Federal/State Updates

Preventing Missteps in Hiring and Managing Seasonal Workers
Hiring seasonal workers can raise some important legal questions over how to properly handle overtime pay, work schedules, employee training, and other matters. These concerns particularly affect businesses in the hospitality and retail industries, which tend to hire seasonal workers in the fall to prepare for the winter holidays.

Read more here.

Upcoming Voting Leave Compliance Obligations

Election Day is almost here, so now is a good time to brush up on voting leave laws and make sure you’re posting any mandatory notices.

Voting Leave
Most states require that employers provide at least a few hours off to vote, and sometimes those hours need to be paid. Often these laws require very little advance notice from employees about their need for leave, so employers should be prepared to grant last-minute requests to leave work to vote.

If you’re in a state with early voting, you may want to encourage employees to take advantage of that option—by offering the same time-off benefit—to reduce the number of absences on Election Day. The availability of early voting and absentee ballots, however, doesn’t change an employee’s right to vote on Election Day if that’s their preference.

Required Notices
California, DC, and New York also require that employers post a notice about employees’ voting rights in a conspicuous location in the workplace. Employees who work from home or don’t report to the workplace regularly should be provided with these notices electronically. (If you have a All in One Labor Law Poster, this posting may already be included.)

California
California requires the notice to be posted at least 10 days before the November 5 election—which is October 26, a Saturday. If you’re closed on Saturdays, we recommend posting or sending this notice by Friday the 25th. California’s notice can be found in English here and in other languages here.

The District of Columbia
DC requires that employers post a voting leave notice created by the DC Board of Elections (DCBOE) at least 60 days before the November 5 election—which is September 6. If you provide this notice electronically for remote employees, you need to get their acknowledgment of receipt. This election’s notice can be found in English and in other languages here. The DCBOE has a web page with additional information.

New York
New York requires the notice to be posted at least 10 working days before the November 5 election (this would be October 22 for a Monday through Friday workplace). New York’s notice is available here.

California 

County of LA Criminal History Update 
Starting September 3, 2024, employers in unincorporated Los Angeles County, including those with remote positions, must adhere to a new fair chance hiring ordinance that goes beyond existing federal and state laws. This ordinance also applies to contractors and freelancers and adds complexity to criminal background check processes. Employers should review and update their hiring practices regarding criminal history inquiries to ensure compliance with this new regulation. The County’s Department of Consumer and Business Affairs will provide necessary notices and documents on its website, currently under construction.

Suggested action items for employers with employees in the County and other jurisdictions having ban-the-box laws are as follows:

  • Review the hiring and screening process to help ensure compliance, including the timing of background checks, the distribution of mandatory notices, and the application of mandatory deferral periods.
  • Review and update job applications and related forms for impermissible inquiries regarding criminal records;
  • Review and update workplace postings to help ensure all required postings are included;
  • Review and update company webpages for necessary additions about fair chance hiring;
  • Provide training to recruiters and other personnel involved in posting job openings;
  • Provide training to personnel who conduct job interviews and make or influence hiring and staffing decisions to explain permissible inquiries into, and uses of, criminal history;
  • Provide training to personnel involved in ordering and adjudicating background reports;
  • Review written and electronic communications about the hiring process, including conditional job offer templates and pre-adverse action and adverse action notices;
  • Plan for the requirement to prepare additional documentation for the individualized assessment and record retention;
  • Plan for delays in staffing openings due to delays in receiving background reports; and
  • Review the hiring and screening process to help ensure compliance, including the timing of background checks, the distribution of mandatory notices, and the application of mandatory deferral periods.

Illinois

Illinois Law Aims to Curtail Employers’ Mandatory, Captive Audience Meetings
Illinois joined a handful of other states in limiting employers’ ability to conduct “captive audience” meetings when Governor J.B. Pritzker signed into law SB3649, commonly known as the Worker Freedom of Speech Act. The Act is set to take effect on Jan. 1, 2025.

Read more here.

New Law Steps Up AI Regulation in Employment
In an era when artificial intelligence (AI) is rapidly transforming the workplace, Illinois has joined the growing list of states taking legislative action to further regulate the use of AI in employment settings.

Read more here.

New Rules for Employing Minors
Illinois passed new child labor laws that will go into effect on January 1, 2025. The enhanced protections include a certificate authorizing a minor to work, restricting the number of hours a minor can work, changes to the occupations in which minors can work, requiring supervision at all times, and recordkeeping requirements, among others. Read more for additional information.

New York

Retail Workplace Violence Prevention Bill Signed Into Law
On September 4, 2024, Governor Kathy Hochul signed into law the New York Retail Worker Safety Act, a comprehensive measure intended to increase worker safety and address the hazard of workplace violence in retail settings.

Read more here.

August 2024 Newsletter

Each month, Optimum Employer Solutions gathers the latest updates and changes to federal and state
employment law. Read below to learn how these changes may affect you, and how Optimum can help you
ensure compliance.

Question of the Month

Question: An employee called out a few days ago by leaving a message with some vague information
about being ill and hasn’t followed up since. Can we consider this a voluntary resignation and start the
termination process?

Federal/State Updates

FTC’s Non-Compete Ban Struck Down For All Employers Nationwide

On August 20, a Texas federal court struck down the FTC’s proposed ban on non-competition
agreements on a nationwide basis mere weeks before it was set to take effect, meaning employers
across the country can breathe a sigh of relief and continue to maintain non-competes as their state
laws allow. While there is a slim chance the rule could be resurrected by a federal appeals court in the
future, what’s for certain after the ruling is that you will not have to comply with the rule by September
4 as originally scheduled.

The FTC could try to breathe new life into the rule by filing an appeal of this decision in the coming
weeks. It could also seek an emergency order from the appellate court that would cause the rule to take
effect as scheduled.

We will be monitoring the situation and providing updates as the court battles continue.

California

California Supreme Court Held One Racial Slur Justified Lawsuit

On July 29, 2024, the California Supreme Court issued its opinion in the case of Bailey v. San Francisco District Attorney’s Office, et al. The Court held, in effect, that an isolated act of harassment can be actionable under California’s Fair Employment & Housing Act (FEHA) if it is severe enough “in light of the totality of the circumstances,” and the single use of “an unambiguous racial epithet” can meet that standard of severity.   

New Hampshire

CROWN Act Prohibits Discrimination Based on Hair

September 1, 2024, New Hampshire’s CROWN Act goes into effect. This legislation prohibits
discrimination because of a person’s protective hairstyle. A protective hairstyle “means hairstyles or hair
type, including braids, locs, tight coils or curls, corn rows, Banto knots, Afros, twists, and head wraps.”

Employers with grooming/personal appearance policies banning, limiting, or restricting hairstyles listed
above will be violating New Hampshire law. In addition, facially neutral policies requiring employees to
maintain a “professional,” “neat,” or “tidy” appearance will violate the law if they are discriminatorily
applied or selectively enforced.

Employers should review their dress code policy and educate managers on this change. Prohibiting
discrimination on the basis of a person’s natural hair applies throughout the employment relationship,
from recruiting through termination, not just dress codes.

Connecticut

Expansion of Family Violence Victim Leave

Effective October 1, 2024, amendments to the family violence victim leave law require leave for victims
of sexual assault in addition to family violence. As amended, employees can take leave for the following
qualifying reasons:

  • To seek medical care or psychological or other counseling for a physical or psychological injury
    or disability for a victim of family violence or sexual assault;
  • To obtain services from a victim services organization on behalf of a victim of family violence or
    sexual assault;
  • To relocate due to family violence or sexual assault; or
  • To participate in any civil or criminal proceeding related to or resulting from family violence or
    sexual assault.
    The law also amended the supporting documentation an employee may provide regarding the need for
    leave to include documentation related to the sexual assault.

Maryland

Equal Pay Law Amendments

Effective October 1, the Maryland Equal Pay for Equal Work Act is amended to prohibit pay
discrimination on the basis of sexual orientation, religious beliefs, race, and disability.

Under the amended law, an employer may not discriminate by paying employees at a rate less than the
rate paid to other employees in the same establishment performing work of comparable character or of
the same type if the pay difference is based on sex, race, religious beliefs, gender identity, or sexual
orientation.

In addition, employers may not provide less favorable employment opportunities based on sex, race,
religious beliefs, sexual orientation, disability, or gender identity. Less favorable employment
opportunities include

  • Assigning or directing the employee into a less favorable career track, if career tracks are
    offered, or position;
  • Failing to provide information about promotions or advancement in the full range of career
    tracks offered by the employer; or
  • Limiting or depriving an employee of employment opportunities that would otherwise be
    available to the employee but for the employee’s sex, sexual orientation, or gender identity.

It is recommended that employers conduct a pay equity analysis whereby they audit employees’ pay
rate to ensure that employees are being paid fairly for equal work. This audit is aimed at determining
whether pay gaps are due to legitimate, non-discriminatory reasons, such as seniority or merit, and not due to a protected class.

Pay Range Required in Job Postings

Effective October 1, 2024, Maryland employers are required to include a wage range in job postings, as
well as a general description of benefits and other compensation. This is required for any position that
will be performed, at least partially, in Maryland.

This new requirement applies to all Maryland employers, regardless of size and whether the employer
directly posts the position or uses a third-party recruiter.

“Wage range” is defined as the minimum and maximum hourly rate or salary set in good faith by
reference to either:

  • Any applicable pay scale;
  • Any previously determined minimum and maximum hourly rate or salary;
  • The minimum and maximum hourly rate or salary earned by an individual in a comparable
    position at the time of posting; or
  • The amount budgeted for the position.
    The Maryland Department of Labor will develop a form for employers to use to comply with disclosure
    requirements by:
  • Completing the Maryland Department of Labor’s form;
  • Including the completed for in each public or internal job post; and
  • Making the completed form available to applicants.
    The law also contains anti-retaliation provisions under which employers may not refuse to interview,
    hire, promote, or transfer an individual because the person exercised their rights under this law.

Employers must be ready by October 1 to include pay ranges in their jobs posts, even if just posting the
job internally. Employers should also educate their recruiters and interviewers about this new law,
including the anti-retaliation provision.

Optimum Employer Solutions Rocks the Inc. 5000 List for the 12th Time

SANTA ANA, Calif., August 13, 2024 (Newswire.com) – Inc. has just revealed that Optimum Employer Solutions is again on the Inc. 5000 list, snagging a spot at No. 4,592 for 2024. This marks an incredible 12th time making this prestigious list of America’s fastest-growing private companies. This milestone showcases the dynamic spirit and relentless innovation of businesses like Optimum. Iconic names such as Microsoft, Meta, Chobani, Oracle, and Patagonia got their first taste of national recognition on this very list.

Making the Inc. 5000 list for the 12th time is a huge honor and a testament to our team’s hard work and dedication,” said Kevin Gramian, CEO and founder of Optimum Employer Solutions. “We’re thrilled to be recognized for our commitment to excellence and continuous growth in the PEO industry. This achievement reflects our team’s passion and our clients’ trust in us.

This year’s Inc. 5000 is packed with companies that have powered through inflation, rising capital costs, and challenging hiring markets to achieve dazzling revenue growth. The top 500 companies on the list have an average median three-year growth rate of 1,637 percent and have created 874,458 jobs over the past three years.

The 2024 Inc. 5000 ranks companies by percentage revenue growth from 2020 to 2023. To qualify, companies must be U.S.-based, privately held, for-profit, and independent as of December 31, 2023. The minimum revenue required for 2020 is $100,000; the minimum for 2023 is $2 million.

Want to see the full lineup? Check out www.inc.com/inc5000 for the complete results; including company profiles and an interactive database you can sort by industry, location, and more. 

One of the highlights of my year is diving into the Inc. 5000 list,” says Mike Hofman, Inc.’s editor-in-chief. “The creativity and innovation of these companies, spanning sectors from health care and AI to fashion and pet food, is nothing short of inspiring. Congrats to all this year’s honorees for thriving despite the economic rollercoaster we’ve all been on!

Optimum Employer Solutions, headquartered in sunny Orange County, CA, is the go-to provider for premium HR solutions. From day one, the company has been dedicated to helping small to mid-sized businesses streamline their HR processes, ensure compliance, and provide unparalleled employee benefits. Making the Inc. 5000 list for the 12th time underscores Optimum’s consistent growth and leadership in the industry. The company takes pride in its milestones, including the expansion of services, enhancement of client satisfaction, and growth in market presence. 

About Optimum Employer Solutions

Optimum Employer Solutions – an IRS-designated Certified* Professional Employer Organization (CPEO) – was founded with the goal of helping small businesses survive, thrive, and compete for the best talent by giving them access to resources and benefits typically only found at very large companies. As a single, knowledgeable partner, we help our clients to focus on their core business and save time and money by handling all their HR, benefits, and payroll needs.

*Certification by the IRS does not imply endorsement of one company over another.

We Care About Your Humans

www.optimumhr.net