(1 votes, average: 5 out of 5)
Loading ...How PEO’s can help with rising healthcare costs
In this weeks NAPEO newsletter I read an interesting article about the rising healthcare costs among businesses this year. But instead of going into the usual story of the state of our healthcare today, the article provides a sense of relief. "There are still creative ways in which employers can control and reduce group insurance costs." Through the use of a PEO (Professional Employer Organization), your employees and business have access to all of the benefits of a larger business through the co-employment relationship. The arrangement also offers access to areas such as HR, payroll, compliance, workers compensation and risk management, and 401-k administration.
When a smaller company enters into this co-employment relationship you employees get pooled in with the PEO’s large group plan and therefore one has access to better rates and options. "Additional savings may be realized through increased purchasing power for liability insurance as well as other benefits including: Flexible Spending Accounts, COBRA administration, Employment Practice Liability Insurance, Employee Assistance Programs, Wellness Programs, ans use of binding arbitration to resolve employee related suits. "
In addition, with a PEO a company has access to HR Management Practices that they would not have without a PEO. These include, enhancement of management practices (including better health insurance), and pre-employment drug testing. All of these best practices make it easier to attract top talent.
To sum up this article, they make the recommendation that you take your time and choose a PEO wisely, based on years of experience, its location, and the offerings that it has to make your business more efficient. Stop waisting time with administrative tasks and get back to growing your business.
Posted December 9th, 2009 by Jessica Spinks - Posted in Health, Human Resources | | 0 Comments
(1 votes, average: 5 out of 5) Loading ...Dont get “hit” with this lawsuit.
An article released by BLR.com
Starbucks recently paid a reported $3 million to settle a class action lawsuit alleging its travel expense policy violated state wage and hour laws. The majority of the workers claimed they regularly used their personal vehicles to perform work-related duties but were allegedly told that Starbucks had a policy of not reimbursing for mileage. This settlement proved to be a costly lesson for the Seattle-based coffee purveyor - and a wake-up call for employers everywhere.
Travel-related expenses aren’t the only hot-button issue these days. New York-based fashion retailer Polo Ralph Lauren Corp. recently paid $1.5 million to settle a lawsuit alleging it required workers to wear clothes with distinctive designs without reimbursing them for what they claimed constituted uniforms. Also, the U.S. Department of Labor’s Wage and Hour Division issued an opinion letter earlier this year on whether an employee would have to pay out-of-pocket to replace a uniform damaged while he was off the clock.
It’s real-life issues like these that come up time and again for employers grappling to understand whether they’re in compliance with the laws governing reimbursements.
Posted December 2nd, 2009 by Jessica Spinks - Posted in Human Resources | | 0 Comments
(1 votes, average: 5 out of 5) Loading ...Give Thanks!
Give Thanks to the HR department in your company!
- Paychecks. You didn’t think that your pay was determined by little elves who then magically printed your check right month in and month out, did you?
- Fairness. Sure, you complain about HR, but who’s the first one you run to when things don’t seem fair? You know.
- Training. There are people you never even heard of in your company who work in Learning and Development. Know what they do? They design those training classes that help you advance your career.
- Benefits. They “owe” you benefits, right? I don’t think so. A lot of HR pros spend countless hours toiling to make sure that your benefits go for the greater good. And, surprise, they haggle with insurance companies on your behalf.
- Vacation. You might be surprised to find out that a company doesn’t have to offer vacation or pay you for it. HR pros work for you to make your time off policies be competitive, the best for you, and the most financially responsible for the company.
- Disability. Sure, there are government mandates for disability, but there’s also HR in your corner helping you through your disability. You don’t call your manager when you have to go on long-term disability, do you?
- Coworkers. Look left; look right. See those people working alongside you? Thank HR. They’re the ones who have to plan staffing and recruit candidates. Then they prepare the offer letter. Onboard the new people. Exit the bad ones.
- Reviews. I know, you hate performance reviews. I do too. But guess what? If HR weren’t there to move performance reviews along, that schmuck that you’d been working next to for the last three years would still be there. Keep the goods ones and dump the bad ones. Who do you call? HR.
- Increases. Sure, your manager makes decisions about your merit increase. But where did that money come from? HR compensation spends a lot of time making sure that money and headcount match. And they watch the market to make sure it’s fair. Result: More money in your pocket.
- Bonuses. Hello, Bonus. Hey, isn’t that the most beautiful of seasons? Here’s the broken record, but guess who’s behind that glorious bonus check? You know it. Your friends in HR, who are watching competitive pay practices across the world and are talking about the business effects with managers. (Those of you who got huge stock option grants in the late 1990s should hit your knees every day and be thankful.)
source (www.knowhr.com)
Posted November 24th, 2009 by Jessica Spinks - Posted in Human Resources | | 0 Comments
(2 votes, average: 5 out of 5) Loading ...10 Problems a PEO can Solve
Found this on Facebook…
1. Time
PEO’s remove non-productive tasks that take away time and resources so you can focus on bottom line activities such as strategic planning, marketing, and customer service. Could you make more money if you had time to work your business? Time is money in business.
2. Cash Flow
PEO’s improve your cash flow by integrating most of your employee cost-centers into a single cost factor; including employer matching FICA, FUTA, SUTA, Work Comp, Administrative Overhead, and employee benefits. Your cash flows in "real-time" right along with your business income.
3. Workers’ Compensation
PEO’s make buying and maintaining work comp easier than ever. No more BIG down payments. No more year-end premium audits. Because your work comp is built into your PEO rate, you pay as you go which frees up more dollars for company growth.
4. Employee Benefits
Most PEO’s have many "turnkey" benefit plans in place for your employees. Imagine instantly adding a 401(k) plan, a Section 125, Group Health, Vision, Dental and Life, and other valuable benefits to your business without spending a fortune. Best of all, the PEO’s manage the programs, payroll deductions, and benefit records, making employee benefits easier than ever to provide and manage.
5. Government Compliance
PEO’s simplify all the rules and regulations associated with employing people. They can assist you in complying with all federal, state, and local laws and statutes. PEO’s provide you with legally required employee forms and paperwork. They even maintain and store your employee files.
6. Human Resources
7. Operating Leverage
8. Employee Turnover
9. Risk Management
10. Payroll & Taxes
Posted November 6th, 2009 by Jessica Spinks - Posted in Benefits, Customer Service, Health, Human Resources, Immigration, Performance Reviews, Productivity, Recruiting, Wages, Workers' Comp | | 0 Comments
(1 votes, average: 5 out of 5) Loading ...How social media is affecting your business!
With the rise of social media in the workplace, your human resource personnel should take a closer look at their company policies.
Posted October 28th, 2009 by Jessica Spinks - Posted in Human Resources, Other | | 2 Comments
(1 votes, average: 4 out of 5) Loading ...What you need to know about Health Care Reform Today!
The subject of healthcare reform is not only timely but the eventual outcome will affect every citizen personally and professionally. With an increase in information it is becoming tougher to know where to get accurate information. Knowing how it will affect your business and your personal health care needs makes this a topic for all to be interested in, no matter what side of the political fence you sit on. It is important to stay educated and informed. To summarize a little bit of recent news in regards to businesses and recent bills proposed, according to Benefits by Design’s recent newsletter, under currently proposed bills “employers will be mandated to provide health benefits to all of their employees, even if they already provide comprehensive coverage and employers will have to contribute specific amounts towards their employee premiums. Employers that don’t do this will face harsh penalties. The Senate bill does exempt employers with less than 25 employees, but the House bill applies to all employers with payrolls of $500,000 or more, which could cause wage stagnation and the loss of millions of jobs.” Some helpful resources include this website where you can see some proposals that have been submitted to Congress. (http://www.kff.org/healthreform/sidebyside.cfm) It shows how each reform option compares to the next. In addition this article sent out by NAPEO speaks to the impact on small businesses. (http://www.njbiz.com/weekly_article.asp?aID=79260) What can you do? Feel free to contact your local officials to get your opinions across.
Posted October 1st, 2009 by Jessica Spinks - Posted in Health, Human Resources | | 0 Comments
(1 votes, average: 5 out of 5) Loading ...Pay My Bill Contest !
Posted September 1st, 2009 by Jessica Spinks - Posted in 2009 Money-Saving Strategies, Human Resources | | 2 Comments
(1 votes, average: 5 out of 5) Loading ...Problem and Solution Part 3
- Screen all of your applicants byt the same criteria
- Be consistent by applying the same job performance standards and expectations to every employee
- Follow- impartially- company discipline policies
- Be open about the policy
- Be aware of the high probability that it will happen
- Make sure you and your employees are aware of your fraternization policies (either you allow it or you don’t)
- If you do not allow it make sure employees know of the consequences
- Make sure your employees know the expectation of their job description so if their productivity levels fall due to a new relationship they are not surprised by you bringing it up.
Posted July 14th, 2009 by Jessica Spinks - Posted in Human Resources | | 0 Comments
(1 votes, average: 5 out of 5) Loading ...Problem and Solution Part 2
- E-verify is an internet based system operated by the Department of Homeland Security in partnership with the Social Security Administration that allows participating employers to electronically verify the employment eligibility of their newly hired employees.
- E-Verify is free and voluntary and is the best means available for determining employment eligibility of new hires and the validity of their Social Security Numbers.
- You must follow the innocent before guilty theory and never discriminate or pre- judge if someone is eligible to work or not.
- E verify must be done within 3 days of the employees start date. (check laws in your area)
- Know your own states laws. The requirements for federal and state are different. In addition, laws might be changing soon especially with a new administration so stay up to date.
- If you handle E verify on your own, talk to your own networks of business owners about any questions, comments or concerns
Posted June 25th, 2009 by Jessica Spinks - Posted in Human Resources, Immigration | | 0 Comments
(1 votes, average: 5 out of 5) Loading ...Problem and Solution Part 1
- Creates a company culture with consistency in operations, policies and procedures as well as overall employee morale.
- Consistent knowledge base throughout the whole company, even when new employees start.
- Systems will provide you the avenue to ensure that you have the right people in the right seats on the right bus. If there is a need for a change you will have the necessary information such as documentation, signed policies and procedures, and corrective action to make the change with your employees.
- Time and Attendance - Tracking your employees time and attendance will provide you the information to correct attendance issues, unnecessary overtime, and job costing for specific projects.
- Payroll - Utilizing a system that is designed to reduce the number of hours you or a valuable team members spends processing payroll can allow you time to focus on the profit producing needs of your business.
- HR Management - In having an employee handbook, policies and procedures along with an HR team (like CBR) to track these items will allow you the time to focus on correcting behavior as well as making changes in your company.
Posted June 4th, 2009 by Jessica Spinks - Posted in Human Resources | | 1 Comments
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