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Problem and Solution Part 2

 

Revisiting E verify laws and the challenges it presents.
 
E-verify laws have been around for a while now but it doesn’t hurt to have a refresher course. On the positive side, since the system have been in place for a while now we can start to discuss the trends and possible challenges that business owners and administrators are facing, while still reinforcing the benefits of using it.
 
First let’s review the basics:
 
 
  • 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)
 
To be clear, the E verify process isn’t all bad and it was actually implemented to help employers and their processes for hiring. It is a uniform way to help reduce discrimination, and really find out whether their new hires can work or not. This reduces your liability as a company too.
 
In light of the social media movement, I outreached to some networks on Linked in and Twitter to see what some of the challenges were. I got some interesting responses I feel are worth sharing. One linked in participant writes that the main problem is that you can’t use it as a pre screening method, therefore you have to train and go through all of the new hire practices normally even if you might have to let them go in a few days based off of the outcome. Another contact offers advice saying that you must know what you are getting into, and to remember that e verify does not replace the normal I9 document review process.
The overall solution to concerns and stresses about e verify is to make sure you stay informed.
 
  • 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
 
** Disclaimer: Every state law is different so please check the laws for yourself.Please offer any of your thoughts and experiences by commenting on our blog.

Posted June 25th, 2009 by Jessica Spinks - Posted in Human Resources, Immigration | | 0 Comments

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Problem and Solution Part 1

 

A problem in your business could be relying too much on the HR knowledge of your long term employees. In many companies there always seems to be that one person who has been there the longest, knows the most, and always lets you know about it. In addition, the problem is that this knowledge does not last forever. Once this person leaves the company you have to start all over in which frustration sets in and time is lost.
 
The solution is implementing systems that will with stand the test of time and your always evolving business.
 
Companies are always changing and evolving with new people and ideas so having consistent systems in place are essential to running your business. In order to run an effective business you have processes put in place to run invoices, customer service concerns etc., so why not have systems to support HR, payroll, work comp, and benefits. With pairing technological systems, outsourcing your efforts to companies that do this for a living, and knowledge of people, one can solve this problem. Once you have implement systems of some sort you can expect the following:  
 
  • 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. 
 
These so called systems can be intimidating at first. Some examples of these “systems” might be tracking systems, leveraging your technology in a uniform and consistent way, outsourcing your efforts to a company that can do it all etc. There are a variety of systems that are available to support your HR needs that include the following:
 
  • 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.
 
More time as a business owner to actually run the business. Less time training multiple times. Stay tuned for more typical HR problems and our solutions to them!

Posted June 4th, 2009 by Jessica Spinks - Posted in Human Resources | | 1 Comments

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HSA’s for Dummies

Top 8 Things to Know about Health Savings Accounts.

HSA’s are a hot topic, especially this time of year. Some people might be hesitant to elect one as their insurance plan, due to lack of information.  They might greatly benefit you as an employer and your employees.

1. Reduction of $- Reduce employer and employee premiums. You can utilize this feature by electing a high deductable plan that is compatible with an HSA

2. Deliver More- You can deliver more to your employees. Instead of paying all the money to the insurance company you can deliver more value to them by paying the dollars into their HSA account.

3. Save-  Save on taxes, because contributions are pre tax.

4. Portable- If you pull out of the plan the money is always yours. It is not a "use it or lose it" deal.

5. Small fees- Account maintenance fees are small and tax deductable.  

6. Reluctance from agents- Usually insurance agents are reluctant to offer these because it reduced their commission.

7. Stop Funding- As an employer you dont have to fund forever. It can be a temporary gift until a good balance is reached.

8. Share- With an HSA you can share the management of healthcare decisions with your employees to get the biggest bang for your buck.

Posted June 1st, 2009 by Jessica Spinks - Posted in Benefits | | 0 Comments