Archive Monthly Archives: August 2019

INC. 5000 -4

Congruity HR Makes 2019 INC. 5000 List

North Carolina, August 14, 2019 – Inc. magazine today revealed that Congruity HR, a Professional Employer Organization (“PEO”

INC. 5000 -4

), is No. 3969 on its annual Inc. 5000 list, the most prestigious ranking of the nation’s fastest-growing private companies. The list represents a unique look at the most successful companies within the American economy’s most dynamic segment—its independent small businesses. Microsoft, Dell, Domino’s Pizza, Pandora, Timberland, LinkedIn, Yelp, Zillow, and many other well-known names gained their first national exposure as honorees on the Inc. 5000.

“We are truly honored to be included in this year’s Inc. 5000,” said Congruity HR President Darrin Hunter. “Congruity HR operates under the simple premise that the strength of our company is our people. They are our most powerful asset; and it is our people- not our products and services - that ultimately define who we are, and how successful we’ll be in today's marketplace. Congruity HR has experienced incredible growth over the last three years, and we proudly boast a client retention rate of just under 99%. Our people are doing something right; and it shows. I couldn’t be more proud.”

Not only have the companies on the 2019 Inc. 5000 (which are listed online at Inc.com, with the top 500 companies featured in the September issue of Inc., available on newsstands August 20) been very competitive within their markets, but the list as a whole shows staggering growth compared with prior lists. The 2019 Inc. 5000 achieved an astounding three-year average growth of 454 percent, and a median rate of 157 percent. The Inc. 5000’s aggregate revenue was $237.7 billion in 2018, accounting for 1,216,308 jobs over the past three years.

Complete results of the Inc. 5000, including company profiles and an interactive database that can be sorted by industry, region, and other criteria, can be found at www.inc.com/inc5000.

“The companies on this year’s Inc. 5000 have followed so many different paths to success,” says Inc. editor in chief James Ledbetter. “There’s no single course you can follow or investment you can take that will guarantee this kind of spectacular growth. But what they have in common is persistence and seizing opportunities.”

The annual Inc. 5000 event honoring the companies on the list will be held October 10 to 12, 2019, at the JW Marriott Desert Ridge Resort and Spa in Phoenix, Arizona. As always, speakers include some of the greatest innovators and business leaders of our generation.

About Congruity HR

Founded in 2011 Congruity HR is an HR managed services company, providing comprehensive, industry-specific PEO and ASO solutions to small business owners across 38 states of operation. Unlike any provider in the marketplace, Congruity HR strives to create value for its customers by delivering a truly unique, client-centric experience that helps them accomplish their desired goals, inspires performance, engages their employees on a more personal level and fosters a positive culture. Services include: Human Resources & Compliance, Payroll & Tax Administration, Employee Benefits, Risk Management and Workers’ Compensation Insurance. For more information about Congruity HR, visit www.congruityhr.com or e-mail Chief Marketing Officer Jon Scoggins at: jscoggins@congruityhr.com.

About Inc. Media

Founded in 1979 and acquired in 2005 by Mansueto Ventures, Inc. is the only major brand dedicated exclusively to owners and managers of growing private companies, with the aim to deliver real solutions for today’s innovative company builders. Inc. took home the National Magazine Award for General Excellence in both 2014 and 2012. The total monthly audience reach for the brand has been growing significantly, from 2,000,000 in 2010 to more than 20,000,000 today. For more information, visit www.inc.com.

The Inc. 5000 is a list of the fastest-growing private companies in the nation. Started in 1982, this prestigious list has become the hallmark of entrepreneurial success. The Inc. 5000 Conference & Awards Ceremony is an annual event that celebrates the remarkable achievements of these companies. The event also offers informative workshops, celebrated keynote speakers, and evening functions. For more information on Inc. and the Inc. 5000 Conference, visit http://conference.inc.com/.

April Congruity

April Congruity Q&A: FMLA

Question:

May an employer delay designating paid leave as FMLA leave or permit employees to expand their FMLA leave beyond the statutory 12-week entitlement?

Answer:

No. According to a U.S. Department of Labor (DOL) opinion letter released March 14, 2019, an employer may not delay the designation of Family and Medical Leave Act (FMLA)-qualifying leave nor designate more than 12 weeks of leave (or 26 weeks of military caregiver leave) as FMLA leave.

Once an eligible employee communicates a need to take leave for an FMLA-qualifying reason, neither the employee nor the employer may decline or delay FMLA protection for that leave. Employees cannot waive their rights under the FMLA and employers cannot induce them to do so. When an employer determines that the leave is for an FMLA-qualifying reason, the leave is FMLA-protected and counts toward the employee’s FMLA leave entitlement.

If an employee substitutes paid leave for unpaid FMLA leave, the employee’s paid leave counts toward and runs concurrently with their 12-week (or 26-week) FMLA entitlement and does not expand that entitlement. Specifically, the opinion letter states, “the employer may not delay designating leave as FMLA-qualifying, even if the employee would prefer that it delay the designation.”

An employer may require, or employee may elect, to substitute accrued paid leave to cover any part of the unpaid FMLA entitlement period. The opinion letter discusses the definition of “substitute” under the FMLA as meaning “that the paid leave provided by the employer runs concurrentlywith the unpaid FMLA-designated leave.” In other words, the paid leave does not take the place of FMLA-leave, rather it gives the employees an opportunity to receive payment for the leave period (because FMLA leave is unpaid).

Also, an employer is permitted to provide a leave policy that is more generous than the FMLA requires; however, it may not designate more than 12 weeks of leave (or more than 26 weeks of military caregiver leave) as FMLA-protected.

For more information about this topic, we encourage you to consult with Congruity's team of professionals at: 844.247.4100.