There is something about surveys. The results grab the headlines, but not enough attention is given to the statistical base. For example, SHRM reports a survey that concludes 77% of Human Resource departments have gone paperless. However, this is based on the input from only 150 HR practitioners, all of whom were attending the 2015 SHRM (Society for Human Resource Management) conference and exposition. These results may be indicative, but you need to examine such results in terms of your own business context.
Your Human Resources information system can reduce your efforts and increase your Employee Handbook’s meaningful value.
Open enrollment season is one of the most stressful times for an HR department. Piles of paper and folders, phones ringing off the hook, answering the same questions over and over, deciphering messy handwriting, and email after email after email … it’s time-consuming, stress-inducing, and fraught with the potential for errors and oversight.
The small business health care tax credit was included in the Affordable Care Act enacted in 2010. Under the ACA, eligible small employers can claim the credit for 2010 through 2013 and for two additional years beginning in 2014.
During tax time many employees come to payroll and HR asking for copies of previous years tax documents, payroll stubs, and many more types of documentation. Wouldn’t it be so much easier if your company had a secure online portal where employees could access their personal data and documents, even from home, whenever they wanted to?
Time consuming manual new hire processes often leave HR managers with a stack of paper for each new employee. Many documents are involved in the hiring process, from resumes and applications to legally required forms such as W-4s and I-9s. These documents must be processed into systems or spreadsheets, and then shared with other departments such as payroll.
HR Compliance Risk: Rising Costs, Litigation Risk, and Limited Resources – It’s enough to keep you up at night.
Even the most compliance conscientious employer who meets the often-changing interpretations of specific regulations may encounter unexpected litigation and find their efforts fruitless. The best defense against an alleged violation is a watertight reporting system and automatic documentation of everything related to a specific case.
Determining whether employees qualify as full-time (FTE) for purposes of the ACA is complex, at best. While the actual requirement to provide insurance to full time employees (or pay specified penalties) doesn’t take effect for most employers until 2014, the record-keeping period, both for determining large employer status and for determining coverage eligibility by employee, runs throughout 2013.
On June 6, High Street Partners joined us for a webinar titled, “Best Practices for Navigating International Employment.” In it, senior director Eric Lodge offered tips to companies looking to expand overseas. In fact, in one of his first slides, Eric outlined some of the top challenges and risks for any company in the overseas […]
Even though most employers won’t face the “pay or play” decision until early next year, if there is any doubt in your mind that you are a “large employer” of 50 employees or more, the record-keeping you need to be doing is right now!
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