(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
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