The concept of how outsourcing human resources works is often confusing. This infographic represents the myriad of services that comprise HR outsourcing in a simple to understand format.
Small Business Efficiency Act: Good News for PEOs & Small EmployersCPEhr
On December 19, 2014, the Tax Increase Prevention Act of 2014 was signed into law. This included the enactment of the Small Business Efficiency Act (SBEA), which amended the Internal Revenue Code to establish a certification program for Professional Employer Organizations (PEOs).This certification program, once up and running, should eliminate concerns businesses may have about partnering with a PEO.
There were major forces at work this past year that have made the labor and employment landscape in 2015 more dynamic and unpredictable than in recent years. A volatile political climate, still-sluggish economy, historic swing in the mid-term elections and aggressive federal initiatives have left many employers wondering what 2015 holds in store. In this report, we cover some of the hottest employment and health care trends, plus new payroll, tax and benefits information.
Recordkeeping plays an essential role in the management of any company. An extensive range of information about employees must be preserved for numerous reasons. This includes the ability to facilitate the efficient and effective management of human resources, to defend employment decisions when the need arises, and to comply with numerous federal and state laws. The following is a detailed analysis of the various record categories requiring preservation.
Preparing for the Future: How Professional Employer Outsourcing Will Help Sma...CPEhr
In recent years, Human Resources Outsourcing has grown from merely an interesting idea, to a way of doing business. Despite the current economic woes, HR Outsourcing continues to grow as employers look to consolidate vendors, cut costs and improve efficiencies. When considering whether or not to outsource human resources, employers should review all aspects of their employee administration, compliance and strategic needs to determine which elements should be outsourced, and which can be maintained in-house. Some employers may be only looking to outsource a specific function or process, such as payroll administration, recruitment or benefits administration, while others may find it more productive to outsource the entire spectrum of their human resources function. For those looking for the broadest and most comprehensive solution possible, Professional Employer Outsourcing (PEO) is the answer.
Dozens of new California labor laws and Human Resources-related bills were passed, to go into effect on January 1, 2013. Many other changes affecting employers nationwide go into effect on 1/1, such as payroll tax limits, workers’ compensation insurance, federal employment regulations, and most significantly, the Patient Protection and Affordable Care Act, otherwise known as Health Care Reform. This 2013 California HR Updates report covers them all.
The document discusses performance appraisals, including why they are conducted, how to prepare for them, how to measure and evaluate employee performance, how to conduct the actual performance review meeting, and common mistakes to avoid. Key points covered include setting clear goals, using objective facts, providing feedback to help employees improve, and maintaining honest and accurate evaluations.
Small Business Efficiency Act: Good News for PEOs & Small EmployersCPEhr
On December 19, 2014, the Tax Increase Prevention Act of 2014 was signed into law. This included the enactment of the Small Business Efficiency Act (SBEA), which amended the Internal Revenue Code to establish a certification program for Professional Employer Organizations (PEOs).This certification program, once up and running, should eliminate concerns businesses may have about partnering with a PEO.
There were major forces at work this past year that have made the labor and employment landscape in 2015 more dynamic and unpredictable than in recent years. A volatile political climate, still-sluggish economy, historic swing in the mid-term elections and aggressive federal initiatives have left many employers wondering what 2015 holds in store. In this report, we cover some of the hottest employment and health care trends, plus new payroll, tax and benefits information.
Recordkeeping plays an essential role in the management of any company. An extensive range of information about employees must be preserved for numerous reasons. This includes the ability to facilitate the efficient and effective management of human resources, to defend employment decisions when the need arises, and to comply with numerous federal and state laws. The following is a detailed analysis of the various record categories requiring preservation.
Preparing for the Future: How Professional Employer Outsourcing Will Help Sma...CPEhr
In recent years, Human Resources Outsourcing has grown from merely an interesting idea, to a way of doing business. Despite the current economic woes, HR Outsourcing continues to grow as employers look to consolidate vendors, cut costs and improve efficiencies. When considering whether or not to outsource human resources, employers should review all aspects of their employee administration, compliance and strategic needs to determine which elements should be outsourced, and which can be maintained in-house. Some employers may be only looking to outsource a specific function or process, such as payroll administration, recruitment or benefits administration, while others may find it more productive to outsource the entire spectrum of their human resources function. For those looking for the broadest and most comprehensive solution possible, Professional Employer Outsourcing (PEO) is the answer.
Dozens of new California labor laws and Human Resources-related bills were passed, to go into effect on January 1, 2013. Many other changes affecting employers nationwide go into effect on 1/1, such as payroll tax limits, workers’ compensation insurance, federal employment regulations, and most significantly, the Patient Protection and Affordable Care Act, otherwise known as Health Care Reform. This 2013 California HR Updates report covers them all.
The document discusses performance appraisals, including why they are conducted, how to prepare for them, how to measure and evaluate employee performance, how to conduct the actual performance review meeting, and common mistakes to avoid. Key points covered include setting clear goals, using objective facts, providing feedback to help employees improve, and maintaining honest and accurate evaluations.
Implementing an Effective Ergonomic Safety ProgramCPEhr
Musculoskeletal Disorders (MSD), such as carpal tunnel syndrome, can be disabling, painful and costly. Incorporating appropriate ergonomics practices in the workplace can help to reduce the likelihood of these disorders from occurring and can greatly improve employee wellbeing and productivity.
What exactly is ergonomics and how can an ergonomically sound workstation be instituted? We address these questions in this report.
Small business medical insurance costs continue to rise a midst the uncertainty of future reforms and regulations. This white paper reviews 2012 health care trends and 3 strategies to mitigate the rising costs of health insurance.
Reclaim Your Business: HR Outsourcing in 2012CPEhr
Reclaim Your Business:
How Human Resources Outsourcing Will
Enable Companies to Rebuild in 2012. After years of recession, stagnant economic growth, high unemployment
and continuing uncertainty fueled by a partisan Washington, most small
and mid‐sized employers are looking towards the future with reserved
optimism. However, while many economic factors remain in flux,
employers are able to take control of their business in 2012. Many are
proactively investigating how Human Resources (HR) Outsourcing can
assist them in trimming excess operating costs, reducing insurance
premiums and HR overhead, and improving employee productivity.
Seven new 2012 California employment laws are highlighted that directly impact employers in the state. The laws crack down on worker misclassification, expand protections for gender identity and expression, require additional details in pay notices, limit the use of credit reports in hiring decisions, prevent interference with family medical leave, forbid discrimination of domestic partners in health insurance, and expand pregnancy disability leave benefits. Employers are advised to familiarize themselves with the new laws or contact CPEhr for assistance with compliance.
This document discusses several key employment law and tax updates for California employers in 2012, including new laws addressing worker misclassification, discrimination, leave policies, and health insurance coverage. It also provides information on rising workers' compensation insurance costs and strategies for mitigating them. Additionally, it includes tax and benefit limits for 2012 at both the federal and California level as well as information on the IRS voluntary worker reclassification program and complimentary training webinars offered by CPEhr.
Read seven success stories of businesses that
improved productivity, reduced
employment risks, and cut insurance and HR overhead outsourcing their human resource functions.
The document summarizes several new employment laws and regulations going into effect in 2011, including expanded Americans with Disabilities Act regulations, new heat illness regulations in California, and new organ donation leave requirements in California. It also provides an overview of provisions of the new health care reform law that took effect in 2010 and what can be expected in 2011-2012, including dependent coverage for adult children up to age 26 and elimination of lifetime coverage limits.
Thousands of employers are turning to human resources outsourcing firms and Professional Employer Organizations (PEOs) as a way to cut employment costs, reduce HR risks and improve efficiencies. This is according to a new white paper entitled “Preparing for the Rebound: How Human Resources Outsourcing Can Help Business Through Uncertain Economic Times.”
Implementing an Effective Ergonomic Safety ProgramCPEhr
Musculoskeletal Disorders (MSD), such as carpal tunnel syndrome, can be disabling, painful and costly. Incorporating appropriate ergonomics practices in the workplace can help to reduce the likelihood of these disorders from occurring and can greatly improve employee wellbeing and productivity.
What exactly is ergonomics and how can an ergonomically sound workstation be instituted? We address these questions in this report.
Small business medical insurance costs continue to rise a midst the uncertainty of future reforms and regulations. This white paper reviews 2012 health care trends and 3 strategies to mitigate the rising costs of health insurance.
Reclaim Your Business: HR Outsourcing in 2012CPEhr
Reclaim Your Business:
How Human Resources Outsourcing Will
Enable Companies to Rebuild in 2012. After years of recession, stagnant economic growth, high unemployment
and continuing uncertainty fueled by a partisan Washington, most small
and mid‐sized employers are looking towards the future with reserved
optimism. However, while many economic factors remain in flux,
employers are able to take control of their business in 2012. Many are
proactively investigating how Human Resources (HR) Outsourcing can
assist them in trimming excess operating costs, reducing insurance
premiums and HR overhead, and improving employee productivity.
Seven new 2012 California employment laws are highlighted that directly impact employers in the state. The laws crack down on worker misclassification, expand protections for gender identity and expression, require additional details in pay notices, limit the use of credit reports in hiring decisions, prevent interference with family medical leave, forbid discrimination of domestic partners in health insurance, and expand pregnancy disability leave benefits. Employers are advised to familiarize themselves with the new laws or contact CPEhr for assistance with compliance.
This document discusses several key employment law and tax updates for California employers in 2012, including new laws addressing worker misclassification, discrimination, leave policies, and health insurance coverage. It also provides information on rising workers' compensation insurance costs and strategies for mitigating them. Additionally, it includes tax and benefit limits for 2012 at both the federal and California level as well as information on the IRS voluntary worker reclassification program and complimentary training webinars offered by CPEhr.
Read seven success stories of businesses that
improved productivity, reduced
employment risks, and cut insurance and HR overhead outsourcing their human resource functions.
The document summarizes several new employment laws and regulations going into effect in 2011, including expanded Americans with Disabilities Act regulations, new heat illness regulations in California, and new organ donation leave requirements in California. It also provides an overview of provisions of the new health care reform law that took effect in 2010 and what can be expected in 2011-2012, including dependent coverage for adult children up to age 26 and elimination of lifetime coverage limits.
Thousands of employers are turning to human resources outsourcing firms and Professional Employer Organizations (PEOs) as a way to cut employment costs, reduce HR risks and improve efficiencies. This is according to a new white paper entitled “Preparing for the Rebound: How Human Resources Outsourcing Can Help Business Through Uncertain Economic Times.”