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.
The EEOC has made it into the news again, but you may not have heard about it.
A few months after the Equal Employment Opportunity Commission (EEOC) issued a ruling on how pregnancy in the workplace can be viewed as a worker’s comp issue, they have now weighed in on wellness programs.
Under the Affordable Care Act, there has been a strong push on advocating wellness for employees, and rightfully so. Wellness programs improve the health and productivity of your employees while increasing efficiencies and increasing profitability.
However, according to an article on jdsupra.com, the EEOC has not yet issued guidelines on how employers can and must structure wellness programs to be in compliance with the Americans with Disabilities Act. Despite the lack of guidelines, the EEOC is pursuing two litigation cases against two separate companies for what they say are violations of the ADA (Americans with Disabilities Act).
In the business world, everyone is always looking to maximize profitability. It’s not because business owners are greedy trying to grab every last dime. It’s because they are working their tail off to either make the business succeed or make it grow.
In their efforts to do so, business owners look to control what they can, especially when it comes to costs. As a salesperson, I have often been the person who they tried to control costs through by either beating me up on price, extracting extra services or using what my company does to help make them more profitable. However, it often seems to come back to controlling costs.
When a business owner thinks of controllable costs, they often think of material prices, employee hours or something else on the production end. What seldom comes into play is controlling workers comp, healthcare and unemployment costs. But, how can you control those costs? Those things are completely out of a business owner’s control. Right?
Beginning January 1, 2015, OSHA will begin enforcing new rules and requirements according to a recent article in Construction Equipment Guide. This new rule applies to companies that fall under Federal OSHA jurisdiction. (Do you know if your company falls under this category?)
Still not sure what exactly a PEO (professional employer organization) is? Need help selecting a PEO? Ever think about outsourcing payroll?
You're not alone, but you’ve come to the right place for answers! Today, we're proud to announce the launch of our new Education Center.
In our Education Center, you'll learn more about what PEO is. For example:
- A PEO offers a cost-effective and unified method for handling back-office services for small and medium sized businesses.
- PEOs provide services to help reduce business risk, manage employee benefits, process payroll, find quality employees, and more.
- PEOs exist in every state and provide services to more than 2.5 million people.
- The PEO industry is valued at $80 billion per year (and growing).
True or false: You can’t do anything to manage your company’s unemployment tax rates?
If you answered true, you answered incorrectly. But take heart because:
- Many other business owners would have also answered “true”
- There is actually a lot you can do to manage unemployment tax rates
There are a lot of factors that go into determining what your business’s workers’ compensation rates will be. But the simple truth is this: the more claims your employees file, the higher your rate will be.
Fortunately, there are two strategies you can follow that will limit the amount of time and money you spend dealing with workers’ compensation claims.
You’re looking to hire a new candidate or thinking about promoting an employee from within your company.
But before you take a step further you want to run a background check. What are the legal requirements and information you need to be aware of as an employer before you start this process? We do our best to give you an overview on the process below.
Information requested for a background check depends on the employer and the job involved. For some jobs, a state or federal law requires the employer to conduct a background check. Working with children, the elderly, or people with disabilities are examples of jobs that require a criminal background check.