Employee Leasing Quotes.com June Newsletter

Employee Leasing Quotes.com June Newsletter By working faithfully eight hours a day you may eventually get to be boss and work twelve hours a day. Robert Frost Identifying Questionable Work – Related Injuries Have you ever looked at a claimed injury and thought,this doesn’t pass the smell test? The longer you’re in business, the more likely this event will happen to you. Here are ten quick thoughts to consider when you begin having questions. 5 Summertime Energy (and Money) Savings Tips Summer is just around the corner, and all of that hot weather can cause your energy costs to skyrocket. Keep that hard-earned money in your pocket by using these ideas to cut back on unnecessary energy use.

What The Heck Is Human Resources HR work? Maybe you’ve heard about Human Resources or HR services – but what really is it and better yet, does my company need it? Depending on the size of the organization, a professional HR manager is responsibility for all of the functions that deal with the needs and activities of your company’s employees. These professionals analyze candidates for certain positions and help select the one which fits the best. They’re involved in making job descriptions for each position, so they match the right candidates with the right jobs. An HR manager is responsible for training and the development of employees, which helps in their professional grooming and growth. The work of an HR professional can also include the communication between your company and the employees in answering questions related to benefits, company policies and procedures. HR services provide the professional answers for a company to operate efficiently and effectively, dealing with the internal needs of your business - which in turn helps your company run at its maximum potential. Employee Leasing companies or Professional Employer Organizations (PEO), have quickly become a huge benefit for small to mid-sized employers who need HR help, but can’t afford the cost of hiring a full-time HR manager. A PEO’s HR department can help you navigate through employee hiring and firing procedures, tailor policy handbooks and offer employees 24 hour access to questions they may have. Managing unemployment claims, COBRA administration and EEOC compliance are just a few of the internal burdens that every employer spends too much time dealing with and that a PEO will handle for you. In today’s litigious environment, filled with increasing governmental compliance issues, expert human resource services must be included in your business operations – regardless of the size of your business! If you have questions regarding HR services, call us at 1-888-582-8388.

What The Heck Is Human Resources HR work? Maybe you’ve heard about Human Resources or HR services – but what really is it and better yet, does my company need it? Depending on the size of the organization, a professional HR manager is responsibility for all of the functions that deal with the needs and activities of your company’s employees. These professionals analyze candidates for certain positions and help select the one which fits the best. They’re involved in making job descriptions for each position, so they match the right candidates with the right jobs. An HR manager is responsible for training and the development of employees, which helps in their professional grooming and growth. The work of an HR professional can also include the communication between your company and the employees in answering questions related to benefits, company policies and procedures. HR services provide the professional answers for a company to operate efficiently and effectively, dealing with the internal needs of your business - which in turn helps your company run at its maximum potential. Employee Leasing companies or Professional Employer Organizations (PEO), have quickly become a huge benefit for small to mid-sized employers who need HR help, but can’t afford the cost of hiring a full-time HR manager. A PEO’s HR department can help you navigate through employee hiring and firing procedures, tailor policy handbooks and offer employees 24 hour access to questions they may have. Managing unemployment claims, COBRA administration and EEOC compliance are just a few of the internal burdens that every employer spends too much time dealing with and that a PEO will handle for you. In today’s litigious environment, filled with increasing governmental compliance issues, expert human resource services must be included in your business operations – regardless of the size of your business! If you have questions regarding HR services, call us at 1-888-582-8388. Answers to Uncommon Business Questions When is Travel Time Compensable? To start with, commute time is rarely paid for. Rarely, because there are situations in which a nonexempt employee will travel from his home to a job site and, if the travel time is greater than normal commute time, then most companies in most states will have to pay for the extra time. However, when a nonexempt employee reports into a central office and then goes to a job site, the travel time to get to the site is considered as time worked and is compensable and also counts toward overtime hours. The simple rule of thumb is that the employee's day starts when she reports into the office. Most employers seem confused about travel time spent getting to out-of-town travel to seminars or workshops or trade shows. The fact that nonexempt employees must be paid for such travel time as time worked is probably one more reason why so few nonexempt employees are sent to anything but local workshops. Do I Pay More on Work Comp For Overtime? When paying an employee time and a half for overtime, you may only have to report the regular wages, decreasing the amount of payroll that determines your insurance premiums. Acceptance of a Resignation Earlier Than the Date of the Resignation An employee hands in a resignation stating that she will be leaving the company in three weeks. You decided it's in your best interests to accept the resignation immediately. Can you? Yes. Do you have to pay? Not unless you require notice of resignation. Severance Pay There are no laws which require that an employer pay severance to an employee who has been terminated or laid off or who has resigned. An employer has no obligation for severance unless he has entered into a contract which requires such payments or unless there is an implied contract in an employee handbook or other policy manual. On-Call Time Just because an employee wears a pager in his or her off-hours does not mean that the company has to pay for on-call time. As an example, many high tech firms have service personnel on call after hours. After they are paged, they have to call in to see if they are required to report to work. Basically, it all boils down to the freedom which the employee has while being on call. If the employee can control the use of his time, then the time is not payable. On the other hand,if the employee has no control almost like being on house arrest as one person said, then the time is payable. There are some close calls which have to be made. Jury Duty I don't know where so many employees have gotten the idea, but the only states which have laws requiring a private employer to pay an employee's wages usually partial wages while serving on a jury are Massachusetts, Alabama, Colorado, Connecticut, Nebraska, New York, Tennessee, and Washington, DC. In most states under the newer jury selection system, even if one is called, one may not have to serve on a day-to-day basis. Therefore, on days when the employee is not called, she must report to work and, since the employee knows the night before, there is no excuse for tardiness or absenteeism.

Employee Leasing PEO Industry Statistics Gross Revenues68 billion in gross revenues at the end of 2008. The industry defines gross revenues as the total of its clients' payrolls and the fees PEOs charge them for taking on their human-resource activities. Growth Trends A relatively youthful industry, around 30 years old — about 700 PEOs now operate in all 50 states.PEO Clients The average client of NAPEO members is a small business with an average of 19 employees with increasingly larger businesses are signing up too. Clients range from accounting firms to high-tech companies to manufacturers to government agencies. PEO Worksite Employees: PEOs provide enhanced access to employee benefits for 2-3 million working Americans. This number is growing at a phenomenal rate every year because of the savings and benefits that a PEO can provide to small businesses. Improved Benefits: PEOs help tens of thousands of companies provide benefits such as healthcare plans, 401k tax-free savings accounts and other perks to working Americans. Forty percent of businesses that use PEOs upgrade their benefit packages as a result. Better Workplaces PEOs also improve the work environment and make it safer. They focus on workplace risk management, safety programs and good human resources practices. PEO Long-Term Retention PEOs and clients develop long-term relationships. PEOs that are members of NAPEO retain 86 percent of clients for a year or more. Exclusive – Limited Offer! Need a personalized, unique website for your business? A powerful marketing tool that will help potential clients know more about you and your services – and what separates you from the competition? Our in-house web design team currently has two openings to help you create a one-of-kind online presence for just $470.