In a major decision Thursday, the National Labor Relations Board (NLRB) ruled that companies may be considered joint-employers with their contractors and franchisees. The ruling will increase the potential responsibility of certain companies, such as staffing agencies and franchisors, and may make union involvement with those companies more likely. The full ramifications of this ruling are not yet known—for example, any effect on determining employee count for FMLA and ACA purpose. Content provided by TPC HR Support Center.
Archive for August, 2015
Timekeeping: Automate Your Way To Success Ever feel like manually tracking your employees' hours is an uphill and often unsuccessful battle? You are not alone. Many employers will agree that, of the many components and moving parts that they must manage, tracking their staffers' time and paid time off can feel like an ever-changing and ever-elusive objective. While many will acknowledge that time tracking at any organization is tough, most will also agree that successfully tracking employees' time is a vital function. Labor is often a company's biggest expense; when you start to factor in items such as late starts, excessive breaks, and leaving early, many employers find themselves losing p
On Friday, the U.S. Court of Appeals ruled in favor of the Department of Labor (DOL) in allowing it to greatly narrow the home health care and companionship services exemption under the federal Fair Labor Standards Act (FLSA). The Home Care Final Rule was slated to go into effect in January 2015, but a federal judge struck down its two main provisions, thus delaying its implementation. The DOL appealed and the Court of Appeals has now found in their favor. The Final Rule will make almost 2 million home care workers who were previously classified as exempt eligible for minimum wage and overtime under the FLSA. In addition to narrowing the definition of “companionship services” for the ex
On December 29, 1970, Richard Nixon signed the Occupational Safety and Health Act into law, calling it “probably one of the most important pieces of legislation” ever passed by Congress. In a nutshell, the Act says workplaces must be “free from recognized hazards that are causing or are likely to cause death or serious physical harm.” These hazards were far from negligible. At the time, an estimated 14,000 workers were killed on the job every year. The Act created an administration agency under the U.S. Department of Labor—the Occupational Safety and Health Administration (OSHA). OSHA was tasked with setting and enforcing protective workplace safety and health standards, as well a
Workforce Management Software: Empowering Employees Online Why do you need workforce management software in your business? For employee empowerment. This software system instantly grants your staff self-service benefits that manual data collection simply can't provide. Offering your team a workforce management system delivers the ability to: Make Personal Contact Information Updates: Many organizations rely on an internal resource to collect various data changes, such as address, phone, and email changes, from the employees. This internal contact is then responsible for accessing the system and making the updates on the behalf of the staff member. Not only does this make the process longer
HR Outsourcing Companies: Adding Efficiency On A Daily Basis Growing your company is an exciting time for any business owner; however, an expanding organization can bring with it more responsibility, particularly when it comes to your human resources needs. As more and more employees come on board, you need a process in place to ensure two critical factors: 1) Every employee's HR needs are met. 2) Your company remains compliant with local and federal HR rules and regulations. Are you worried that you simply do not have the time and resources needed to effectively manage the HR needs of your growing team? You should consider partnering with HR outsourcing companies. Key Ways HR Outsourcing
Michigan has decreased the SUI taxable wage effective 7/1/2015. · Decreased SUI taxable wage base from $9,500 to $9,000, effective 7/1/15. · Decreased SUI Obligation Assessment taxable wage base from $9,500 to $9,000, effective 7/1/15. Note: The decreased wage base is only for non-delinquent employers. Delinquent employers must override the wage base to $9,500 if you do not qualify for the reduced wage base. The reduced taxable wage base does not affect the first and second quarters of 2015 and employers will not receive a refund for the SUI taxes paid on taxable wages that exceeded $9,000 for the first two quarters of 2015.
Ever hire that remarkably experienced, impressively skilled employee who just doesn’t fit in with your company culture? It happens. You assumed the new hire shared your values and would adjust well to your workplace, but for one reason or another the employee blends in no better than a hammock in a conference hall . What can you do to reduce the chances of a bad hire? Hire for your culture. Look for the candidates with the most applicable skills and most relevant experience, yes, but, more importantly, look for the candidates who want to put their knowledge and talents at the service of your mission. Skills and experience matter only if the person who has them contributes to the excellenc
Human Capital Management Software – The Power Of An All-In-One System Human capital management software can make a major impact in how a business manages its employees. Finding a top quality provider to partner with can enhance the entire automation experience. When you are ready to move forward in the process, it is important to carefully consider the functionality of your chosen product, as well as the vendor you will entrust with your business. What are some criteria you should look for when determining if a human capital management software system delivers an all-in-one solution? A comprehensive solution will offer: Payroll: Your payroll strategy will play a major role in the overall