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Archive for February, 2016

Using HCM To Maintain ACA Compliance

How Your Human Capital Management Software Helps Maintain Your ACA Compliance Tired of trying to stay on top of ACA compliance regulations…only to have them change on you again? It's a common issue for business owners in every industry and with every size organization. Every time you somehow manage to navigate through the ACA compliance mandates, the system evolves, leaving you wondering about successful next steps to pinpointing the total number of FTE (full-time equivalent) employees you currently have and which forms require completion when filing. An HCM System Can Seamlessly Manage Your ACA Compliance Needs Fortunately, simply hoping for the best with your ACA compliance does not have

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Can I Use a Credit Report in the Hiring Process?

There are 11 states that prohibit use of credit reports or credit information in employment, both in the application process and after someone has been hired. These states are California, Colorado, Delaware, Hawaii, Illinois, Maryland, Nevada, Oregon, Vermont, and Washington. But even in states where pulling a credit report is allowed, employers must still comply with the relevant provisions of the Fair Credit Reporting Act. These provisions include getting the applicant’s or employee’s written permission, and then – if a negative employment decision is made as a result of the findings – providing the applicant or employee with information about the company that provided the report,

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Incentivizing Employees

Incentivizing your employees to reach a goal – whether it’s total sales, keeping the kitchen clean, or taking the stairs every day – doesn’t have to be hard. In fact, incentives improve employee engagement, and engaged employees improve your bottom line. Organizations with higher employee engagement have higher productivity, profits, sales, customer loyalty, and stock returns! There is a vast amount of research on incentivizing employees, and among the things we know is that tangible benefits are more valuable to employees than cash. And the more unique or frivolous the better! Think massages, exotic foods or drinks, logoed tennis shoes, front row parking. The reward doesn’t have

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Terminating a Well-Liked Employee

Eight years ago you hired an extremely talented, energetic individual who quickly became a source of enthusiasm and expertise in your workplace. A friend to everyone, this star employee excelled in their work, acing every performance review. Until recently. About six months ago, this individual developed a snooty attitude with management. Regular absences and tardiness soon followed. Projects weren’t completed when they needed to be. Those that got done were usually done poorly. You put the employee on a progressive discipline plan in accordance with your policy, hoping to see a return to their longtime stellar performance, but the employee showed no interest in improving. It may be time

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Utilizing Workforce Management Software

Save Money with Automated Time and Labor Management Ready to optimize efficiencies throughout your next professional partnership? Implement a digital workforce management software system throughout your organization. Utilizing a comprehensive workforce management system not only maximize project results, it can also save you and your employees time for the ultimate win/win partnership experience. What Workforce Management Software Offers Users Some of the many benefits offered by automated time and labor management include: Tracking Accuracy Manually tracking any type of information leaves ample margin for error. Between typos and illegible handwriting, much of the data transcribed can see

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Large Employers May Soon Have to Report Pay Data

Late last week the Equal Employment Opportunity Commission (EEOC) announced a proposed change to the annual Employer Information Report, or EEO-1, which would require that employers with more than 100 employees report pay data in addition to the information they currently provide on race, ethnicity, sex, and job category. The proposed rule was published in the Federal Register on February 1. The comment period is now open, and will close on April 1, 2016. If the proposed revision is adopted, private employers and federal contractors with over 100 employees would be required to submit data on employees’ W-2 earnings and hours worked. Federal contractors with 50-99 employees would continue

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State Disability Insurance Programs

When employees become disabled and unable to work, their jobs might be protected, but they’re often left with no replacement income. To help individuals in this situation, five states provide, or require that employers provide, short-term disability insurance to eligible workers. This benefit pays a percentage of an eligible employee’s income in the event that the employee becomes disabled as a result of an off-the-job injury or illness, including disability due to pregnancy. As this temporary disability insurance covers non-work related injuries, illnesses, or disabilities, it is different than workers’ compensation. In this article, we’ll look at each of these state’s requiremen

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