Let’s say “Sally from Accounting” slips on a slick spot in the break room and falls. You rush to the scene and find Sally sitting down, cracking a joke about “seeing stars.” She insists she is “fine” and doesn’t need to see a doctor. She laughs it off, but her co-worker Carl, who witnessed the whole thing, isn’t so sure. He says Sally hit her head hard on the kitchen floor when she fell. She admits she feels a little “dazed,” but she’s sure that it will pass. Sally isn’t bleeding and she insists she isn’t hurt. But is that enough to determine that she doesn’t need medical help?
Across the country, in all walks of life, payday is many employees’ favorite day. That’s why, when it comes to processing payroll, it has to be correct and on time, every time. This task costs time and money, while exposing a business to risk and liability, without producing a single dime of profit.
To the uninitiated, payroll can seem like a minefield of mistakes waiting to happen. Just processing regular and overtime wages and correctly accruing vacation time or Paid Time Off (PTO) is a lot to handle, once your company has more than a few employees. Add in record-keeping requirements, Wage and Hour compliance, regulatory reporting, and state, federal and local tax compliance, and processing payroll becomes a task fraught with hidden responsibilities and risks.
A former work colleague of mine recently was diagnosed with cancer. It came as a surprise to me, as he is in mid-forties and otherwise a very healthy person, as far as I can tell. I know that he is a resilient person who will fight as hard as he can to get through this. However, when I reflected on our conversation, I was struck by the fact that I actually seemed more shaken by the diagnosis than he was. I realize now that his response is driven by one of my favorite mantras, which is the importance of “controlling the controllables.”
For me, customer service is an unspoken contract between myself and my clients. I feel there are certain things my client has a right to expect from me, and some things that they have the right to never, ever receive from me. The following are some of my top items in both categories. Continue reading “Customer Service: The Unspoken Contract”
Staff One HR is proud to announce that effective July 1, 2017, we have partnered with Aetna to offer a master medical plan for our clients. The new offering will include a variety of plan designs, featuring low, mid-range and high deductibles. Having a master medical plan will allow us greater buying power and provide rate stability for our clients, helping minimize unexpected increases.
It’s a struggle for many small businesses to provide robust benefits for their workforce, but if they don’t provide competitive benefits, they risk losing their best employees to a competitor. Partnering with a leading carrier like Aetna helps us better meet the needs of our clients across the nation, from attracting top talent to keeping their existing team members happy.
Not only does Staff One HR offer top tier benefits supported by a team of professionals, but our certified HR Managers, Payroll Specialists are second to none.
For more information on the Aetna master plan, becoming a Staff One HR client or referral partner, contact Executive Vice President Donna Meek at email@example.com or call 405.830.0115.
Find out more about Professional Employer Organizations (PEOs) and what they have to offer.
As a recent transplant to Oklahoma, I have discovered a state that I am quickly coming to love. With its generous people and friendly businesses, I wasn’t surprised to find that Oklahoma recently was recognized as the #1 state in the country to start a business by WalletHub and multiple other publications. Because of its reasonable cost of living and strong business lending environment, it is a great place to start a business. Affordability is one of Oklahoma’s draws with low living costs and business expenses being 4.9% lower than the U.S. average, making Oklahoma a very business-friendly state.
Oklahoma ranks 6th in the nation for energy production. With its easy access to natural resources, it is a huge economic boost for the state. Combined with its low cost of living the state economy has grown in a variety of industries. Industries such as mining, construction and manufacturing are on track to grow by double digits in the next decade. Unemployment is below the national average, and it is projected that Oklahoma will be adding 175,000 jobs by 2022.
Add the ease of using a Professional Employer Organization (PEO), and a small business can grow and thrive in Oklahoma. According to a recent study by NAPEO, businesses that use a PEO grow 7 to 9 percent faster, have 10 to 14 percent lower employee turnover, and are 50 percent less likely to go out of business. A PEO provides human resources services, paying wages and taxes. PEOs can also provide compliance assistance with state and federal regulations. In addition, a PEO typically can offer its clients Health, Dental, Vision, Flexible Spending Accounts (FSAs), 401(k) retirement plans and other benefits that many startups and small businesses aren’t otherwise able to provide.
Combining the lower business expenses in Oklahoma with a PEO relationship can make a strong partnership in the growing Oklahoma economy. As I continue to explore Oklahoma, make new friends, and build new partnerships, I am excited to see how the state will thrive and continue to grow. I am proud to call Oklahoma home!
Contact the author directly at firstname.lastname@example.org.
What’s the best way to fill an open position in your organization? By promoting from within, right? Everyone knows that your existing talent base provides individuals who are familiar with your organization, your structure and your mission. So, it would seem to make sense that selecting an outstanding performer to be promoted to a higher position would be the best move. Less recruiting time and expense, less training time and expense – that’s a win – win! While promoting from within does have definite advantages, it must be done with thoughtful consideration, or your organization will find itself a victim of the Peter Principle.
The Peter Principle was originally introduced by Dr. Laurence J. Peter in 1969. The concept essentially states that people tend to be promoted up to their “level of incompetence.” In other words, employees will be promoted through the ranks based on their demonstrated competence until they reach the inevitable point where the requirements of the new position exceed their level of competence. While the principle was originally introduced as a satirical piece over 40 years ago, the danger of this happening is a definite reality. Continue reading “Should You Promote from Within, or Recruit New Talent?”
Compensatory time, or “comp time,” has long been a benefit available only to public sector employees. When comp time is available, an hourly employee who works overtime is awarded additional time off in lieu of monetary compensation. The award is made at the same “time and a half” rate that overtime is paid, and is added to the employee’s vacation or Paid Time Off “PTO” bank.
It was just a typical Monday in a typical high-rise office building. I had a 10 a.m. meeting with a new client to assist with some new hires and onboarding. As I was typing an employee’s name and date of hire into the system, it happened. The president of the company came into the conference room and said the words no one ever thinks they’ll actually hear: “I need everyone to remain calm and come with me; shots have been fired in the building.”
Take a moment to recall the last vehicle you purchased. Remember the color, the smell, and the way it felt to drive it off the lot? It was amazing, right? You found the right combination of model, color, features, and mileage that met your financial needs. That’s an amazing feeling! Now take a moment to recall how much time and energy it took to find that perfect vehicle. I’ll bet you didn’t just drive to the nearest dealership and pick a car. You probably did some online research about consumer reviews, features and options, cost, and other factors. You may have talked with friends and family, or someone who was driving a similar model. You armed yourself with knowledge.
When considering HR managed services companies, how should you choose? According to the National Association of Professional Employer Organizations (NAPEO), there are more than 780 Professional Employer Organizations (PEOs) in the United States. (Car shopping is starting to look better all the time!) However, your approach to selecting the right provider for your company’s specific needs should be the same as when you’re purchasing a vehicle or making other long-term investments. For most companies, outsourcing HR, payroll, employee benefits and risk management is well worth investigating.