This white paper discusses the top 5 HR compliance concerns for small businesses.
1) Small businesses are often not properly addressing exposure to workplace litigation like discrimination and harassment lawsuits.
2) Keeping up with changing benefits regulations and laws can be challenging for small businesses.
3) Small businesses often lack qualified HR guidance to properly handle policies, procedures, and legal issues.
4) Paperwork administration for hiring, benefits enrollment, and other processes can result in errors without proper systems.
5) HR functions like payroll and benefits recordkeeping need coordination but may involve multiple vendors for small businesses.
Innovative Employee Solutions
9665 Granite Ridge Drive, #420
San Diego, CA 92123
(858) 715-5100
http://www.innovativeemployeesolutions.com/
Innovative Employee Solutions specializes in payrolling and outsourced HR administrative services as the employer of record for various industries including technology, engineering, medical, insurance, clerical, research companies and many more.
Read seven success stories of businesses that
improved productivity, reduced
employment risks, and cut insurance and HR overhead outsourcing their human resource functions.
BetterCloud Whitepaper: Offboarding Inefficiencies and Security ThreatsBetterCloud
With the increase of SaaS apps in the workplace, it can take hours to just offboard one employee. Its time to tackle this issue, and offboard fast, and securely.
Innovative Employee Solutions
9665 Granite Ridge Drive, #420
San Diego, CA 92123
(858) 715-5100
http://www.innovativeemployeesolutions.com/
Innovative Employee Solutions specializes in payrolling and outsourced HR administrative services as the employer of record for various industries including technology, engineering, medical, insurance, clerical, research companies and many more.
Read seven success stories of businesses that
improved productivity, reduced
employment risks, and cut insurance and HR overhead outsourcing their human resource functions.
BetterCloud Whitepaper: Offboarding Inefficiencies and Security ThreatsBetterCloud
With the increase of SaaS apps in the workplace, it can take hours to just offboard one employee. Its time to tackle this issue, and offboard fast, and securely.
Cost Effective Compliance - What it Consists of and How to Achieve ItSage HRMS
So why should an organization strive to become compliant, just how do you go about doing
so, and is it possible to implement a set of compliancy rules without breaking the bank, and
without causing a mass mutiny of your IT staff?
As a business owner or operator, your work is about taking a series of risks over time – those you choose, and those that choose you. Your response to these business risks, or the decisions you make over time, will be closely examined by your shareholders, regulators, employees, business partners and customers. While you can’t totally avoid them, having the right coverage in place for each risk can protect you and your business from serious consequences.
Turn Your Business Risks into Growth. There’s no doubt that you could face these risks and more over the life of your business. But, if you’re prepared for them – with the right coverages – they can lead to growth instead. You’ll likely consider expanding your workforce at some point, or adding a new product line or vendor. Maybe you’ll face the loss of a key executive or major customer. You’re sure to experience increased regulatory oversight and maybe even acquire a new entity. For more on the coverages you’ll need to take these business risks and more,
Complying with government regulations is a tough job, even for large organizations with the best resources. For midsized businesses with limited resources, facing compliance fueled by increasing layers of regulatory complexity can have a direct impact on profitability.
White papers are a great way to provide your target audience with useful information that establishes you as an expert. Contact Rachael Wachstein to find out more. rwachstein@fishmanpr.com
Human Resources & Employment Law 2015 - HRD Strategies - Michael Lovett, Nina...HRDstrategies
Michael Lovett and Nina Lovett of HRD Strategies, Inc. in Greensboro, North Carolina, provide an update on HR employment law at the 2015 North Carolina Literacy Association (NCLA) Conference. This presentation was part of the Executive Track
Gain a new perspective on your HR challenges and knowledge for meeting them confidentially and legally. Keeping up with the latest legal trends, changes in best practices, legal updates is a tough job . . . even for a seasoned HR professional.
In this presentation, you will gain an understanding of:
- What to consider before hiring an employee to ensure your process is legal and consistent
- Best practices for onboarding a new hire during the employee orientation
- Practical, legal and security issues for managing employee personnel records
- Key issues such as background checks, disciplinary action, documentation and at-will employment
- Latest trends, news and updates around employment law today
- What employees are looking for from employers
- Reference materials of federal employment laws
Visit www.hrdstrategies.com to learn more.
Business Ethic Chap 6: Ethical Decision Making - Employer Responsibilities an...Shandy Aditya
Berdasarkan buku Hartman, L. P., DesJardins, J., & Macdonald, C. (2014). Business Ethic Decision Making for Personal Integrity & Social Responsibility. United State of America: McGraw Hill Education.
kali ini kita akan membahas chapter 6: Ethical Decision Making - Employer Responsibilities and Employee Rights.
Video Presentation Link:
https://youtu.be/xZE83qA6eGc
International Journal of Humanities and Social Science Invention (IJHSSI)inventionjournals
International Journal of Humanities and Social Science Invention (IJHSSI) is an international journal intended for professionals and researchers in all fields of Humanities and Social Science. IJHSSI publishes research articles and reviews within the whole field Humanities and Social Science, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
Where does IT value come from? IT is not money. IT is a tool. To understand the value of a tool, what must be shown is how its use makes a difference. The question of "value" is about what difference is important and how that difference is made. If that's not what you're managing, then you're not managing value.
Global Compliance Across the ADP PortfolioADP, LLC
To be able to provide compliant HCM services and solutions to our clients, ADP must have an effective compliance program built on sound foundations and standards. The quality of our internal compliance controls directly affects the value of the services we deliver for our clients, as well as the engagement of our own associates. Read on to learn more about how we manage compliance across the HCM products, services and solutions we deliver to our multinational clients.
Leadership, Intangibles & Talent Q1 2009 Four GroupsFour Groups
Unsurprisingly, the financial crisis is still uppermost in people’ s minds and new ideas and insights are slowly emerging, interestingly not always from organisations which one would term the “HR establishment”. Over and above this, other themes for this quarter include;
• Leadership development is going nowhere fast
• HR’ s relevance to an organisation’ s success
• HR acting more like a teenager, or not
• Command and control, enterprise 2.0 and amplified workers
• Successful recruitment via a self directing process
• A lack of creativity and death by data
• The big picture HR role
• Innovation, change and new ideas
As always any comments and feedback are welcome!
Powerpoint Presentation on the University of Phoenix's Apollo Group and the strategic planning implemented by UOP's Founder and Chairman, John Sperling.
Cost Effective Compliance - What it Consists of and How to Achieve ItSage HRMS
So why should an organization strive to become compliant, just how do you go about doing
so, and is it possible to implement a set of compliancy rules without breaking the bank, and
without causing a mass mutiny of your IT staff?
As a business owner or operator, your work is about taking a series of risks over time – those you choose, and those that choose you. Your response to these business risks, or the decisions you make over time, will be closely examined by your shareholders, regulators, employees, business partners and customers. While you can’t totally avoid them, having the right coverage in place for each risk can protect you and your business from serious consequences.
Turn Your Business Risks into Growth. There’s no doubt that you could face these risks and more over the life of your business. But, if you’re prepared for them – with the right coverages – they can lead to growth instead. You’ll likely consider expanding your workforce at some point, or adding a new product line or vendor. Maybe you’ll face the loss of a key executive or major customer. You’re sure to experience increased regulatory oversight and maybe even acquire a new entity. For more on the coverages you’ll need to take these business risks and more,
Complying with government regulations is a tough job, even for large organizations with the best resources. For midsized businesses with limited resources, facing compliance fueled by increasing layers of regulatory complexity can have a direct impact on profitability.
White papers are a great way to provide your target audience with useful information that establishes you as an expert. Contact Rachael Wachstein to find out more. rwachstein@fishmanpr.com
Human Resources & Employment Law 2015 - HRD Strategies - Michael Lovett, Nina...HRDstrategies
Michael Lovett and Nina Lovett of HRD Strategies, Inc. in Greensboro, North Carolina, provide an update on HR employment law at the 2015 North Carolina Literacy Association (NCLA) Conference. This presentation was part of the Executive Track
Gain a new perspective on your HR challenges and knowledge for meeting them confidentially and legally. Keeping up with the latest legal trends, changes in best practices, legal updates is a tough job . . . even for a seasoned HR professional.
In this presentation, you will gain an understanding of:
- What to consider before hiring an employee to ensure your process is legal and consistent
- Best practices for onboarding a new hire during the employee orientation
- Practical, legal and security issues for managing employee personnel records
- Key issues such as background checks, disciplinary action, documentation and at-will employment
- Latest trends, news and updates around employment law today
- What employees are looking for from employers
- Reference materials of federal employment laws
Visit www.hrdstrategies.com to learn more.
Business Ethic Chap 6: Ethical Decision Making - Employer Responsibilities an...Shandy Aditya
Berdasarkan buku Hartman, L. P., DesJardins, J., & Macdonald, C. (2014). Business Ethic Decision Making for Personal Integrity & Social Responsibility. United State of America: McGraw Hill Education.
kali ini kita akan membahas chapter 6: Ethical Decision Making - Employer Responsibilities and Employee Rights.
Video Presentation Link:
https://youtu.be/xZE83qA6eGc
International Journal of Humanities and Social Science Invention (IJHSSI)inventionjournals
International Journal of Humanities and Social Science Invention (IJHSSI) is an international journal intended for professionals and researchers in all fields of Humanities and Social Science. IJHSSI publishes research articles and reviews within the whole field Humanities and Social Science, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
Where does IT value come from? IT is not money. IT is a tool. To understand the value of a tool, what must be shown is how its use makes a difference. The question of "value" is about what difference is important and how that difference is made. If that's not what you're managing, then you're not managing value.
Global Compliance Across the ADP PortfolioADP, LLC
To be able to provide compliant HCM services and solutions to our clients, ADP must have an effective compliance program built on sound foundations and standards. The quality of our internal compliance controls directly affects the value of the services we deliver for our clients, as well as the engagement of our own associates. Read on to learn more about how we manage compliance across the HCM products, services and solutions we deliver to our multinational clients.
Leadership, Intangibles & Talent Q1 2009 Four GroupsFour Groups
Unsurprisingly, the financial crisis is still uppermost in people’ s minds and new ideas and insights are slowly emerging, interestingly not always from organisations which one would term the “HR establishment”. Over and above this, other themes for this quarter include;
• Leadership development is going nowhere fast
• HR’ s relevance to an organisation’ s success
• HR acting more like a teenager, or not
• Command and control, enterprise 2.0 and amplified workers
• Successful recruitment via a self directing process
• A lack of creativity and death by data
• The big picture HR role
• Innovation, change and new ideas
As always any comments and feedback are welcome!
Powerpoint Presentation on the University of Phoenix's Apollo Group and the strategic planning implemented by UOP's Founder and Chairman, John Sperling.
This Power Point used for developing an action plan for HR department in a some companies in Iran, The method used in this workshop was LEGO Serious Play. In fact during this workshop facilitator tries to push HR Dep. to find their key actions to solve the companies problems.
All your comments are welcomed!!
During the HR Manager’s audit at the India plant, The HR manager a.docxinfantkimber
During the HR Manager’s audit at the India plant, The HR manager also discovered that the plant has not traditionally utilized any form of progressive discipline. Managers keep track of issues in their own way without any formalized process. Now that the plant is part of a global, publicly traded company, the lack of processes puts the entire organization at risk for several areas of compliance. How can HR add value in this context?
HR stands in position to hold operational managers accountable for their jobs. In this case, appropriate discipline needs to be given to these managers for not abiding by any standard process.
HR has to evaluate situations in unison with the Legal and Quality departments. All share accountabilities for operational risk and all need to get together for a cross-functional response to the situation.
The exit process for employment can be lengthy and present too much risk to a business if not handled well. HR is able to assess risk, make recommendations for process improvement, and execute strategic plans.
HR has a commitment to creating the best employee experience, which stops employees exiting from a business. When processes are not well thought out, the most detrimental impact is first felt by employees.
Bookmark question for laterIn smaller businesses, when departments are not as well defined and have fewer people, business leaders from any discipline will frequently perform terminations. This is not ideal. As companies grow, why should they place ultimate accountability on HR to manage the termination process?
Some state laws require HR to manage the process, so most companies have to adopt an overarching policy for HR to run and manage the process.
HR prevents former employees from filing any type of lawsuit by ensuring a zero litigation policy.
HR isn’t always the best department to run an effective termination. If a relationship between manager and subordinate is really personal, managers in these situations tend to run much more effective separation discussions.
The termination process, while difficult for management, is even worse for the individual. HR possesses the necessary skills in handling these delicate procedures and knows how to mitigate risk.
Bookmark question for laterDuring times of global financial crises such as in 2008 and 2020, many companies were faced with loss of revenue and subsequently had to take a closer look at operating expenses and the potential of reducing headcount as one means to stay above water. For publicly traded companies, decisions in this realm draw the attention of many outsiders such as the press, customers, and shareholders. How can HR provide strategic value in situations like this?
As HR has ultimate ownership of recruitment efforts, it stands in the best position to know how many people will need to be rehired again once the economic downturn ends.
HR has the knowledge, skills, and ability to manage complex employment situations and ad.
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.
Charles Krugels July 22, 2009 City of Chicago Department of Business Affairs ...Charles Krugel
21 page labor & employment law & human resources seminar handout. Discusses a variety of substantive issues & summarizes most federal & state of IL labor & employment laws.
As India's most Reputable Background check Companies in Hyderabad, Our unique background verification process is all you need for your employers or corporate Background screening.
Outsourcing is “a practice used by different companies to reduce costs by transferring portions of
work to outside suppliers rather than completing it internally.” (Outsourcing, 2013) After the financial crisis
of 2007-2008, many companies in the United States began to enhance their bottom-line profits by outsourcing
and cutting costs instead of through the traditional route of top-line sales growth. In an attempt to effectively
cut costs and generate profits for investors, more organizations engaged in outsourcing of jobs by means of
offshoring. Offshoring is a form of outsourcing whereby jobs are relocated to a foreign country with a cheap
labor force and low socioeconomic standards, and less regulations such as the EPA. From a Human Resources
perspective, offshoring jobs is that there will be benefits to the organization such as cost and efficiency
savings, focus on core activities, reduction of overheard costs, staffing flexibility, continuity, avoid organized
labor, and risk management. In theory, the argument for offshoring is plausible and synergies can be created
for companies; however, issues can result, creating huge disadvantages for organizations. Outsourcing can
become detrimental to the financial health of an organization because of unforeseen costs. In addition, the
organizational culture and employee morale begins to diminish when employees have no job security and they
fear layoffs. Thus, there are pros and cons of offshoring jobs those Human Resources managers’ must
evaluate before choosing whether to offshore jobs or keep them domestically. Therefore, outsourcing jobs
through offshoring can result in disadvantages to an organization because of hidden costs, bad publicity and
low employee morale, quality problems, loss of managerial control, threat to confidentiality and security, and
reliance on the financial health of the outsourced organization. This paper has been divided into two sections
due to the comprehensive approach taken by the authors to provide a focused view on the legal aspects giving
the reader an opportunity to use the information as a guide if needed, or for further research.
Have you reached that threshold in small business ownership where you’re able to acknowledge that you’re not a superhero? That’s practically what you’d have to be to successfully grow your business and perfectly manage the day-to-day administrative duties at the same time. If you’re like other smart business owners, you’ve embraced your mere mortal status and elected to outsource human resources and the tedious tasks associated with it to a Professional Employer Organization (PEO).
Senator Al Franken's Letter To Uber CEO Travis KalanickReadWrite
Senator Al Franken sent a letter to Uber CEO Travis Kalanick challenging him to answer questions about the transportation company's privacy policies and practices.
Our Bodies, Disconnected: The Future Of Fitness APIsReadWrite
Google Fit and Apple's HealthKit present two different visions of how fitness apps and wearables should connect with our phones—and ultimately improve our health. Which one will win out, and what are the implications for consumers and developers?
For more on ReadWrite's coverage of digital fitness, check out ReadWriteBody:
http;//readwrite.com/series/body
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Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
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Kseniya Leshchenko: Shared development support service model as the way to ma...Lviv Startup Club
Kseniya Leshchenko: Shared development support service model as the way to make small projects with small budgets profitable for the company (UA)
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Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
VAT Registration Outlined In UAE: Benefits and Requirementsuae taxgpt
Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
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RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
White paper top 5 hr compliance concerns for small business
1. WHITE PAPER: TOP 5 HR COMPLIANCE CONCERNS FOR SMALL BUSINESS
Top 5 HR Compliance
Concerns for Small
Business
2. Top 5 HR Compliance Concerns for Small Business www.trinet.com
As the economic horizon continues to shift and belts tighten, small and medium-
sized companies — who typically have between 10 to 500 employees and
represent 99.7 percent of all employer firms according to the U.S. Small Business
Administration (SBA) — may wind up being so focused on core business issues
that they overlook one of their most potentially serious and costly issues — human
resource compliance. Unlike their large-company counterparts, they lack the time
and resources to build infrastructure and processes that are beyond core business
objectives.
But if entrepreneurs and smaller business owners are focused solely on growth and
product, how do they know what issues to look for in order to protect the company?
Let’s look at the Top 5 HR Compliance Issues that they may face.
1. Exposure to Workplace Litigation Not Being Addressed
According to the Equal Employment Opportunity Commission (EEOC), race and
sexual discrimination are the first and second most prevalent forms of workplace
discrimination. But few businesses provide training regarding racial and sexual
harassment, which opens the door to wrongful termination when employees leave
their jobs.
Yet despite the possibility of being sued, small business owners are not addressing
the problem head on. For example, only 23 percent of small businesses provide
employment discrimination and/or sexual harassment training (based on a random
survey of 300 privately held businesses conducted by Chubb Group of Insurance
Companies).
Employee turnover contributes to employer liability by creating potential wrongful-
termination cases. Studies show that a company’s legal costs in a wrongful
termination lawsuit can run up to $85,000, and that winning plaintiffs receive
judgments averaging $500,000.
2. Current Benefit Regulations and Laws Not Being Followed
The cost of compliance with benefits regulations is often a bigger burden for small
companies, primarily because the associated overhead expense is spread over
a smaller workforce. According to a U.S. Small Business Administration survey,
small companies spend up to 80 percent more per employee on federal regulatory
compliance than large companies. Poor management of personnel-related tasks can
make compliance even more costly.
2
3. Top 5 HR Compliance Concerns for Small Business www.trinet.com
For the small business owner who offers retirement and health and welfare benefits,
keeping up with all the new regulations and changing laws can be daunting. The
required tests must be conducted, plan provisions must be properly applied,
required notices and documents must be provided to employees, and all required
government filings must be completed. Plus there’s the alphabet soup of HIPAA,
COBRA, FMLA, and the rest to consider.
3. Multiple HR Policies and Procedures to Follow with
No Qualified Guidance
For a small to medium-sized business, the human resource “department” is usually
one person who wears many hats. This HR generalist may be responsible for
compensation and benefits, HR management, labor relations, legal issues, staffing,
HRIS, training and much more. Besides, keeping up with all of these tasks, thorough
independent research often falls into the “nights and weekends” environment,
which can become both costly and time consuming.
While a typical HR generalist may know a bit about everything, rock solid HR
guidance is crucial given the constant presence and oversight of entities such as
the Internal Revenue Service (IRS), the Department of Labor (DOL), or the EEOC.
The old adage “ignorance of the law is no defense” certainly applies when a
company is faced with an audit, an investigation by a government agency, or even
litigation. This is particularly true when areas of concern include everything from
compensation and benefits to staffing and workers compensation issues. An HR
generalist who makes the wrong decision about a crucial employee issue — even
something as simple as asking the wrong question in an interview — can result in
significant consequences.
4. Paperwork Administration Results in Substantial Errors
With every new hire comes a mountain of paperwork. If a company doesn’t have
access to online services and must deal with hard copies, errors can multiply.
Similarly, what happens when an employee enrolls in benefits? Payroll must ensure
that the adequate deductions are made. When an employee undergoes a life
status change and alters his or her benefits selections, benefits and payroll must be
adjusted accordingly and within the legally required timeframe.
All of these administrative processes tend to “live” in different parts of the
organization, and yet they’re utterly dependent upon one another. At each step,
when information is transferred from one HR process to another, there is a chance
of error. Multiply this possibility by the number of employees and the reams of
paperwork, and that possibility starts looking like a probability. When one area fails,
the whole process comes to a halt.
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4. Top 5 HR Compliance Concerns for Small Business www.trinet.com
Mistakes cause employees to focus on the errors rather than appreciating the
benefits that HR delivers them. Many employees don’t realize how much money
a company spends on employee benefits. The costs are staggering and can easily
reach between 5 and 10 percent of an employee’s salary, depending on coverage
options. So instead of saying how great it is to get top-quality benefits and flexible
spending accounts, employees are complaining that the wrong deductions were
taken out of their paychecks. This type of negative “water cooler” conversation can
spread rapidly.
5. HR Functions Not Being Coordinated
As demonstrated above, in order for the correct amount of deductions for benefits to
be taken out of an employee’s paycheck, accurate information must flow to and from
payroll. Payroll data and benefits recordkeeping need to work in sync. Otherwise,
payroll deductions can be wrong. When that happens, employees notice and
valuable time is wasted to implement corrections.
If different vendors are employed for the payroll and benefits recordkeeping
function, the small business owner is the one who must ensure that everything is
coordinated and running smoothly. This entails fielding calls back and forth from the
vendors, while trying to understand the technicalities of the different systems.
But what about using one of the myriad of payroll software now available? Having
the right software still does not address the need to integrate the payroll and benefit
functions. So now, in addition to making sure the software runs correctly, owners
still need to communicate and transmit the information to their benefits record
keeper. On top of that, the payroll software must becontinually upgraded.
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5. Top 5 HR Compliance Concerns for Small Business www.trinet.com
Getting Help
Many of these landmines can be avoided with a little careful advance planning, and
most importantly, by seeking outside help. Many small businesses work with an
outside HR consultant or a lawyer who specializes in employment issues. TriNet
provides several HR services for smaller companies, including payroll and benefits
administration, as well as assistance with many aspects of employer-related risk
management and compliance.
Whichever option a small business owner chooses, he or she faces the obvious need
to let qualified experts provide strategic guidance in regards to these issues. The
return on investment for taking precautions against running afoul of the law is not
only in the prevention of costly errors, but in the satisfaction and productivity of the
entire workforce.
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