Why Human Resources Outsourcing In Madison WI Makes Sense For Your Small Business As the owner of a small business, you already know that you must wear a multitude of hats in order to keep your operations moving forward smoothly. However, while managing a myriad of functions will give you insight into everything going on within your organizations, it does have a potentially significant downside. Spending too much time mired in the minutia of day to day happenings means that you are being dragged away from the most important component of your business: generating revenue. Human Resources Outsourcing In Madison WI Offers Significant Advantages Fortunately, just because you are manning the helm
Archive for March, 2015
The federal Family and Medical Leave Act (FMLA) is one of several centerpiece employment laws requiring regular attention and administration for employers with 50 or more employees. Employers with less than 50 employees, who are not covered by federal FMLA, should also be aware of best practices for leave of absence requests. Undoubtedly the FMLA has seen its share of changes over the years, but it is clear the law is here to stay. A review of a few key areas can bring an employer a long way toward improved compliance. Ensure You Have Effective State Law Coordination. Many states have their own version of FMLA and, like other laws, employers are required to assure the most generous
Pennsylvania Effective May 13, 2015, employers with 10 or more employees in the city of Philadelphia will be required to provide one hour of PSL for every 40 hours worked in the city, up to 40 hours in a year. Note that employees who work fewer than 40 hours in a year in the city are entitled to unpaid sick leave. A chain establishment is required to provide PSL regardless of the number of employees in that establishment. A chain establishment is defined as an establishment doing business under the same trade name used by 15 or more establishments, regardless of where the others are located. Independent contractors, seasonal workers, adjunct professors, employees hired for a team of
Effective July 1, 2015, certain employers will be required to provide employees in the city of Eugene with one hour of PSL for every 30 hours worked in the city, up to 40 hours in a year. The law applies to all employers operating in the city limits, and also to employers with employees who perform work within the city. Independent contractors, certain railroad workers, volunteers, construction industry workers covered by a collective bargaining agreement, and government employees are not covered by the ordinance [Ordinance No. 20537, L. 2014].
Many businesses find themselves having to conduct workplace investigations for many different reasons—from harassment to conduct-related issues. Knowing how to conduct a thorough investigation is key for reducing the amount of liability to which employers expose themselves. In this two-part series, we will explore the best practices for conducting a workplace investigation. In this first installment, we will talk about some of the things that an employer should know ahead of time, before an actual complaint necessitating an investigation is made. Understand the goal of the investigation. Before conducting an internal workplace investigation, it is important to determine the purpose
Washington Effective February 1, 2016, private employers located in the city of Tacoma with more than one employee must provide one hour of paid sick leave for every 40 hours worked, up to 24 in a calendar year. Employees who work in the city for 80 hours or more in a calendar year are entitled to PSL [Ordinance No. 28275, L. 2015].
Although workplace bullying may be a new concern for some employers, others are all too familiar with its perils. Before we discuss facts of bullying, let’s look at its role in the workplace today. While bullying is not only a company culture issue, it is also a major liability concern for employers. Several states have litigation pending that would make bullying unlawful; California leads the way with its recent passage of A.B. 2053. This Assembly Bill requires covered employers to include prevention of “abusive conduct” in their mandated harassment prevention programs for supervisors. We expect to see many states follow California’s lead in the coming years, so while prev
The IRS recently issued a notice that provides transitional relief to small employers who provide reimbursements for their employees to purchase individual health insurance on the marketplace. With that relief, however, the IRS also clarified that the new interpretation disallowing reimbursements is broader than many realized. Background For the last 50 years or so, based on IRS guidance, employers who did not want to provide group health insurance to their employees had the option of reimbursing the employee for the cost of purchasing an individual plan. Most employers did this by setting up Employer Payment Plans (EPPs), such as FSAs, which allowed these amounts to be reimbursed on a pre-