Mistake #1 ? Failure to Be Honest in a Performance Evaluation
Management doesn?t like to deliver bad news, so they just avoid it. They observe bad behavior, they accept poor performance, and they say nothing. Now it?s time to complete the performance appraisal. Since nothing was said about the poor performance, management simply awards a ?satisfactory? instead of telling the employee the truth. BOOM ? The framework for the successful lawsuit is in place.
Mistake #2 ? Making Snap Decisions When Responding to Employee Complaints and Requests
Certainly, many employee requests are unreasonable, annoying, or even outrageous. That doesn?t mean that you can ignore them, or refuse them. Whatever the situation, management needs to be trained to ?keep their cool? and give the request due respect. Tell management if this kind of situation arises, tell the employee ?I?ll get back to you,? and contact a HR professional.
Mistake #3 ? Basic Wage/Hour Problem
Employees will put up with a lot, but start messing with their paychecks, and you?re asking for big trouble, guaranteed. Many wage and hour problems seem relatively small, but they can be magnified dramatically as class action lawsuits.
Say you fail to pay overtime per week to an employee. Call it 250 hours in a year, with a $10 an hour premium, and it?s $2,500. Not a big deal. Now multiply by 100 employees. OH NO, that?s a quarter of a million dollars. Add in attorney?s fees and your time and you?ve got a very big number!
Can your company afford such a big mistake???
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By: Jeffrey B. Halbert, Equity Shareholder, Stewart & Irwin, P.C.
www.silegal.com
On June 28, 2012, the United States Supreme Court issued its long-awaited decision in National Federal of Independent Business v. Sebelius case which challenged the constitutionality of the individual mandate and Medicaid expansion called for under the Patient Protection and Affordable Care Act (?Act?) passed in March 2010. The Court upheld the law in most respects. Thus, for the immediate future, barring legislative action, healthcare reform is here to stay.
As part of the Act, employers are required to report the cost of coverage under an employer-sponsored group health plan on an employee?s W-2 beginning in 2013 (for calendar year 2012 W-2s). Despite some misperceptions, reporting the cost of health care coverage does not mean that the coverage is taxable. The reporting is for informational purposes only and will provide employees useful and comparable consumer information on the cost of their health care coverage.
The Act defines applicable employer-sponsored coverage subject to the reporting requirement as coverage under any group health plan that is excludable from the employee?s gross income, or that would be so excludable if it were employer-provided coverage under the Internal Revenue Code. Employers that provide ?applicable employer-sponsored coverage? under a group health plan are subject to the reporting requirement. With limited exceptions, this includes businesses, tax-exempt organizations, and federal, state and local government entities. The IRS has provided some exemptions in transition relief, including one for small employers who filed fewer than 250 Form W-2s in 2011. Such employers are not required to report the value of employer-provided health care for 2012.
On January 3, 2012, the IRS issues Notice 2012-9 (?Notice?), with interim guidance on meeting the requirement under the Act to report on employees? W-2 forms the cost of their group health insurance coverage.
Click HERE to read the complete article.
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www.eLucidaimaging.com
Mary Jo Gremling is the president and CEO of eLucida Imaging, an outsource document scanning company. A registered nurse by background, her eclectic r?sum? also includes ten years in the publishing industry and several years as a painter of portraits.
Among her most rewarding experiences has been the opportunity to work with her two adult children, Lisa and John, and to enjoy the unique skills and talents they each contribute to the business.
Mary Jo and her husband Roger live in Noblesville, Indiana. Mary Jo is a member of NAWBO and has served on two Rainmakers Advisory Boards. In 2008, she received the Businesswoman of the Year Award from the Network of Women in Business.
THE INTERVIEW:
HR: Good afternoon, would you like to introduce yourself please.
MJG: I?m Mary Jo Gremling, the president of eLucida Imaging, a document scanning company.
HR: Thank you very much. HR News Magazine reports about topics and concerns our readers ask about most frequently. Can you briefly explain what your company does, what product or service you provide?
MJG: We are a service provider, and we work almost entirely with other businesses. We take their paper records-regular office documents or large scale drawings, regardless of size or type-and we scan them so they can be accessed electronically via computer. While a paper record can be filed and searched by only one naming criteria, a scanned document can be named with several different fields so access is improved dramatically.
HR: Oh, that sounds very interesting. In speaking about paper, I am asked a lot about Human Resource documents. Can signatures on I-9 forms and other company documentation be scanned? Can you tell us if businesses can scan these types of documents without keeping an original in case some legal issues may come up?
Click HERE to read the complete interview.
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Article by Teresa Ray ? President ? The Payroll Department
www.payrolldepartment.biz
If you own your own business, no matter if it is a family owned business, a small business or a medium sized business; you have had the opportunity to learn about payroll processing. If you have been doing your own payroll processing then you have probably already discovered what a nightmare it can be because of all of the ever changing laws and having to stay on top of these changing payroll laws just so you don?t make a mistake. The reason that you don?t want to make a single mistake when it comes to payroll is that you will end up having to do payroll all over again, but you will also end up having to pay some hefty fines if the mistakes cause you to pay less in income taxes than what you were required. So because of how hard payroll can be many companies decide to outsource their payroll processing. Some of the issues of outsourcing are as follows: Compliance, Confidentiality, Convenience and Cost Reduction.
If you?ve decided to outsource your payroll because you tend to think that the benefits are going to make it entirely worth the low fee amount that the payroll processing company is going to charge you then you?re going to need to choose a payroll processing company.
Here are some key things that you are going to want to keep in mind while you are looking for a payroll processing service:
? Because many small businesses do not have proper knowledge of payroll tax rules and procedures they choose to use a payroll processing service so that they can avoid making mistakes. It is a known fact that if you do not know what you are doing it is very easy and quite common to make mistakes. ? Employees as well as federal, state, and local tax collection agencies must be paid on time. If any of them are paid late you can and usually will end up paying some hefty fines or other penalties. ? Each pay period you may need to submit your payroll data to the service via phone, fax, or online. Even if the salaries are fixed you are still going to need to approve it for the payment to be made.
These are just a few things to think about when considering outsourcing your payroll.
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What is your human resource question? Send your questions to info@hrnewsmagazine.com and Ann may answer your question in an upcoming issue of the magazine.
What elements should we consider when developing performance evaluation rating scales?
Ed K. ? CA
This is a great question. Rating scales are used in performance management systems to indicate an employee?s level of performance or achievement. These scales are commonly used because they provide quantitative assessments, are relatively easy to administer and assist in differentiating between employees. While there is no consensus on which specific scale works best, most performance rating scales used by employers have common elements.
Ann
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Source: http://www.hrnewsmagazine.com/?p=791
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