Administrative professionals in a wide variety of industries work long and hard to make sure that their office provides the proper support it needs to succeed. Given their contributions to an organization’s wellbeing, it’s only appropriate that you show your appreciation for these important employees.
Conveniently enough, April 22 marks Administrative Professionals’ Day in the U.S., giving employers a chance to reward the office administrators, secretaries, and every other person in a position that helps to hold the office together.
A few months ago, I wrote an article about pregnancy discrimination in the workplace. Specifically, I wrote about how the EEOC ruled in favor of government regulations treating an employee’s pregnancy no differently than it treats a worker’s comp injury.
Well, the Supreme Court recently weighed in on this topic in a case between UPS and former employee Peggy Young.
Wow, that’s a lot of letters. What does this all mean?
Over the last several years, the National Labor Relations Board (NLRB) has been contending that their reach expands beyond unionized workers. On March 18th, the NLRB General Counsel, Richard Griffin, released a 30-page report providing guidance to attorneys and HR professionals on what he believes is not a legal rule for an employee handbook under the National Labor Relations Act (NLRA).
In short, Mr. Griffin’s report proposes major changes under which the NLRB believes it can apply its rules.
Human resources is a very important part of any business, but it can take a lot of time and money to properly manage. Even then, there are cashflow hurdles that you may come across simply because you aren’t an HR professional with all of the proper tools of the trade.
A Professional Employment Organization (PEO) like GMS can get over those hurdles because HR is what we do. We’ve already discussed how a PEO can improve your cashflow through loss prevention, cost containment, payroll, and unemployment claims management strategies, but there’s another major factor as to how we can save you money: economy of scale.
The unemployment process isn’t an easy one, both for the former employee and the employer. While many small- and medium-sized companies view unemployment as an unmanageable major expense, there are ways that you can save money so that the process isn’t as much of a threat to your company’s cashflow.
Professional Employment Organizations (PEO) can protect your business from unemployment claims, while helping your business’ bottom line, allowing you to focus on the future without being held back by the past.
It’s expensive to pay employees, and I’m not just talking about salaries and benefits.
The payroll process is pricier than many business owners realize. It costs an average of $2,000 per employee per year for a small or mid-sized company to handle payroll. In addition, up to 40 percent of businesses in the United States are given an average of $845 in IRS penalties each year.
These costs add up and can really hurt a company’s cashflow. We’ve already discussed how loss prevention and cost containment can help your business, but a professional employer organization (PEO) can also save you money and time by handling your payroll.
Accidents happen, which is why workers’ compensation is a mandatory expense. Still, high rates can destroy your cashflow.
In my last post, I talked about how loss prevention strategies help prevent accidents in the first place, which can lower your rates. Today, I’d like to explain how an effective Cost Containment strategy can cut your costs, even if a claim is filed.
Cashflow is key for any business. That’s an easy concept. What’s more difficult to understand is how to effectively manage all the things that pose a risk to that precious cashflow.
As a business owner, one of your biggest risks is workers’ compensation. According to the Liberty Mutual Workplace Safety Index, workers’ compensation cost business owners nearly $60 billion in 2012. That’s a lot of money!
The good news is that you don’t have to accept rising costs – and a strained cashflow - as a fact of business life.
The Equal Employment Opportunity Commission (EEOC) has begun commission meetings under its new chair, Jenny R. Yang, this month. The newest commissioner was also sworn in at this time bringing the board back to its full strength of five members.
This month, they have also begun hearings on workplace harassment. What they have learned from experts in the field is that workplace harassment is still a major problem.
So you have that “bad apple” employee that you have to get rid of. He’s a pain in your side. Your management team spends an inordinate amount of time dealing with him and frankly, his co-workers don’t like him either. Sounds like a no-brainer, right?
When letting an employee go for cause, you need to make sure that you’re protecting yourself from the liability of:
- An unemployment claim that will drive your unemployment insurance up, cutting into your margins or putting you in a competitive disadvantage with your competitors
- A potential discrimination lawsuit filed by the employee
- A possible violation of either the FMLA or ADA that will have the federal government breathing down your back
How do you avoid these pitfalls? As with all things, there’s an easy way and a hard way.