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.
No employer wants to put workers, clients or customers at risk. Ideally, every workplace should have a strong safety culture that eliminates hazards, enforces compliance, and protects employees (and anyone visiting the worksite) from harm. But for a small business owner, the logistics can be overwhelming. Regulations are confusing. Equipment is expensive. Training is a substantial time investment. Enforcement can be challenging. Too often, a robust safety program is scratched off the priority list in favor of a bare-bones approach.
Human Resources: what does that actually mean to your business? Let’s break down this commonly-used term.
- Human: the people within your business, i.e. your employees or workforce.
- Resources: a supply or support source.
So “human resources”—a resource consisting of humans – means the people or employees that support your business. If these people are the support for your business, how well are they really supporting your business? Let’s take a look at the statistics: Continue reading “3 HR Best Practices to Protect Your Business”
Business owners face challenges and opportunities every day as they make strategic decisions for their companies. Not all challenges are created equal, though; here are three that are impacting business leaders heavily in 2017.
Increased competition. It is no secret that the Texas market is growing like gang busters. According to the Texas Tribune, from 2005 to 2013, the state of Texas grew by 345 people per day. Why are so many people moving to Texas? Jobs! Cities in the Dallas/Fort Worth area, such as Frisco, have been dedicated to helping companies move their headquarters to their location. In Frisco alone, one and a half percent of sales tax is dedicated to business incentives to help grow the city.
After almost 25 years in Human Resources, I have definitely learned a thing or two about limiting liabilities. Job descriptions, in my opinion, are one of the fail-safes in protecting any size business from employee-related liability. Coupled with a strong employee handbook, job descriptions define the employment relationship. In employment disputes, job descriptions regularly become the most important piece of evidence. Reviewing and updating your job descriptions annually can strategically reduce the business risk, set employee expectations, assist with career succession planning, ongoing training, performance development and should provide flexibility for the employer’s changing goals and business cycles. Continue reading “Limit Liability, Boost Recruiting with Accurate Job Descriptions”
There is a technology movement operating behind the scenes in companies across the world. Numerous employees have engaged in activities that many employers don’t realize are putting their businesses at risk. Though malicious intent may not have been the reason for an employee’s actions, the result is the same: the “Shadow IT” movement has gained another loyal follower.
If you’re a business owner or manager, you are well aware of the many hats you must wear in the small business world. Not only do you have to worry about productivity, financials, recruiting, HR, training, benefits and more…that end-of-year requirement, W-2s, is also critical. Employees need these forms to be correct and timely so they can file their taxes. As an employer, your responsibilities include:
- Reporting income
- Reporting taxes withheld
- Depositing those taxes every quarter (form 941)
- Filing FUTA form annually and depositing taxes
Effective January 22, 2017, employers must use the revised Form I-9 Employee Eligibility Verification for all new employees, and for any existing employees requiring re-verification.
What does this mean for you?
We live in a commuter culture, and we often take safety for granted when traveling the highways and roads during inclement weather. Focus on the following tips when planning winter travel to help you arrive safely, whether it’s a vacation destination or part of your workday. Continue reading “4 Tips to Avoid Winter Driving Dangers”