Feeling run-down? You’ll turn up the energy in five minutes if you…..

Refuel. Snack on fiber rich munchies such as dried apricots, celery sticks, an apple or a few pistachio nuts. Benefit: The fiber helps control the release of glucose (a sugar) in your bloodstream and may prevent energy dips.

Breathe Deeply: Every 1 – 2 hours, spend 5 minutes inhaling and exhaling deeply. It will help you feel calmer and more mentally focused, with renewed energy.

Take a visual vacation. Close your eyes and mentally escape by imagining a peaceful scene on an island, in a meadow or by the ocean. “Seeing” yourself relaxed can be rejuvenating.

Snap out of it. Splash cold water on your face or pop a breath mint – mint flavors are stimulating.

Take a “good news” inventory. At the end of the day, write down all the good times that happened. You’ll be surprised at how much went right. Plus, you’ll set yourself up for a good night’s sleep…. and energize yourself for tomorrow.

Labels: Benefits, Employees, Employers, Health

Are you still dealing with all of your company´s Human Resource, Workers´ Compensation, Employee Benefits and Payroll needs? Are those business necessities your core competency? Are you compliant with local, state and federal regulations governing those important areas of your company? What if you could outsource those functions, provide better benefits to your staff, operate in compliance to protect you and your company, and save money in the process? You can!

A Professional Employer Organization (PEO) is designed to help small to mid-sized companies by providing them the resources to better manage and administer these non-revenue generating but essential business functions. You stay focused on your core business, what you know, and what you got into business to do. The PEO manages much of the rest, benefiting both you and your staff. Here is a quick list of 5 things to look for in a PEO:

1. Combination of Hi-Tech and Hi-Touch Delivery.
   Let´s face it…in today´s business world, many deliverables are made available online and much business is done via phone and email, etc. However, as a "service" business dealing with the complexities of human resources, training, safety, employee benefits, enrollment and orientation, it´s important to deal with a company that will be there when you need them. Likewise, your PEO should be able to deliver hi-tech solutions to help you manage your business in a more efficient and timely manner.
2. Multiple Employee Benefit Options.
   Often times, small and mid-sized businesses struggle to afford and offer attractive and competitive benefit choices to their staff. Benefits that will help you attract and retain the best staff. Many PEO´s will simply work with you to broker a plan for your organization but not offer a competitive group policy option. Look for a PEO that will meet or exceed your employee benefit needs. Large group policies, often with multiple plan options (HMO, PPO, HSA, etc.) or even multiple carriers, can be more attractive to your staff as they can choose the coverage that meets their personal needs. Composite premiums versus age-banded pricing can also have its advantages.
3. Safety Services – Not Just Workers´ Compensation.
   As the employer of record, PEO´s will typically provide all required workers´ compensation insurance for your staff. But insurance without attention to prevention is not enough. Your PEO should be as concerned about preventing claims as they are about managing them should they occur. Training, ergonomics, Injury and Illness Prevention Programs, Personal Protective Equipment, work site audits and inspections, pre-employment drug screening and background checking and hiring best practices are just some of the things to expect.
4. Real Human Resource Services.
   Like the previous tip, human resource services shouldn´t be defined solely by the reaction to events. Make sure your PEO is providing a comprehensive and proactive review of your current business practices, policies and procedures related to employment. Again, expect training, professional employee handbooks, job description review and development, hiring, firing, counseling and disciplinary best practices, among other HR deliverables.
5. Payroll – Options, Ease and Accuracy.
   Let´s face it…payroll doesn´t have to be complicated but it has to be right. Make sure your PEO has available options to track, manage and submit payroll information. Web-based time clocks, swipe clocks, biometrics, and company specific online payroll portals are just some of the ways companies report and manage time and attendance these days. What works for you? Will your PEO work with your current reporting methods? Is it time for a change?

These are just 5 tips for selecting a Professional Employer Organization to meet your needs. Certainly, checking customer references and personally meeting with the PEO to assess their staff expertise, professionalism and responsiveness will go a long ways too. Following these few tips can help tremendously as you explore the many benefits of outsourcing these non-core business functions. Want more information? Click here.

Labels: Benefits, Human Resource, Payroll, Workers Comp.

This is a great article about the power of Tweeting with Twitter to inform employees about health care plans.

Tweeting Health Benefits ... in 140 Characters or Fewer | workforce.com

Labels: Benefits, Employees, Employers

Labels: Benefits, Employees, Employers, Human Resource, Payroll

Senators who are trying to craft a bipartisan health care reform proposal are considering dropping a requirement that all employers provide medical coverage to employees.

In its place would be a "free rider" provision requiring employers to pay for employees who get their health care with government assistance, according to an outline of the committee's policy proposals.

Continue Reading Story Here.

Labels: Benefits, Employers, Politics, Washington

Are you still dealing with all of your company´s Human Resource, Workers´ Compensation, Employee Benefits and Payroll needs? Are those business necessities your core competency? Are you compliant with local, state and federal regulations governing those important areas of your company? What if you could outsource those functions, provide better benefits to your staff, operate in compliance to protect you and your company, and save money in the process? You can!

A Professional Employer Organization (PEO) is designed to help small to mid-sized companies by providing them the resources to better manage and administer these non-revenue generating but essential business functions. You stay focused on your core business, what you know, and what you got into business to do. The PEO manages much of the rest, benefiting both you and your staff. Here is a quick list of 5 things to look for in a PEO:

Combination of Hi-Tech and Hi-Touch Delivery.

Let´s face it…in today´s business world, many deliverables are made available online and much business is done via phone and email, etc. However, as a "service" business dealing with the complexities of human resources, training, safety, employee benefits, enrollment and orientation, it´s important to deal with a company that will be there when you need them. Likewise, your PEO should be able to deliver hi-tech solutions to help you manage your business in a more efficient and timely manner.

Multiple Employee Benefit Options.

Often times, small and mid-sized businesses struggle to afford and offer attractive and competitive benefit choices to their staff. Benefits that will help you attract and retain the best staff. Many PEO´s will simply work with you to broker a plan for your organization but not offer a competitive group policy option. Look for a PEO that will meet or exceed your employee benefit needs. Large group policies, often with multiple plan options (HMO, PPO, HSA, etc.) or even multiple carriers, can be more attractive to your staff as they can choose the coverage that meets their personal needs. Composite premiums versus age-banded pricing can also have its advantages.

Safety Services – Not Just Workers´ Compensation.

As the employer of record, PEO´s will typically provide all required workers´ compensation insurance for your staff. But insurance without attention to prevention is not enough. Your PEO should be as concerned about preventing claims as they are about managing them should they occur. Training, ergonomics, Injury and Illness Prevention Programs, Personal Protective Equipment, work site audits and inspections, pre-employment drug screening and background checking and hiring best practices are just some of the things to expect.

Real Human Resource Services.

Like the previous tip, human resource services shouldn´t be defined solely by the reaction to events. Make sure your PEO is providing a comprehensive and proactive review of your current business practices, policies and procedures related to employment. Again, expect training, professional employee handbooks, job description review and development, hiring, firing, counseling and disciplinary best practices, among other HR deliverables.

Payroll – Options, Ease and Accuracy.

Let´s face it…payroll doesn´t have to be complicated but it has to be right. Make sure your PEO has available options to track, manage and submit payroll information. Web-based time clocks, swipe clocks, biometrics, and company specific online payroll portals are just some of the ways companies report and manage time and attendance these days. What works for you? Will your PEO work with your current reporting methods? Is it time for a change?

These are just 5 tips for selecting a Professional Employer Organization to meet your needs. Certainly, checking customer references and personally meeting with the PEO to assess their staff expertise, professionalism and responsiveness will go a long ways too. Following these few tips can help tremendously as you explore the many benefits of outsourcing these non-core business functions.

Written By Rick Godard
VP ESG republic

Labels: Benefits, California, Employees, Employers, Payroll, Safety

Health experts and the public want employers to help pay for health insurance. Read the following article on employers paying for employee health benefits.

Continue Reading Story Here.

Labels: Benefits, Employees, Employers

Special Alert for San Francisco Employers: Commuter Benefits

As of this past Monday, the 19th, San Francisco employers with 20 or more employees are now required to offer commuter benefits to their employees in an effort to encourage the use of public transportation. The benefits must be offered to all employees, including temporary employees, who worked an average of at least 10 hours per week during the previous calendar month. Employers must either administer the benefits program themselves, or hire a third party administrator, and offer one or more of the following benefit options:

• Pre-Tax Benefits: Employer sets up a pre-tax deduction program under current federal tax law allowing employees to use up to $115 in pre-tax wages to purchase transit passed or vanpool services.
• Employer Purchased Benefits: Purchase transit passes or offer vanpool reimbursements to employees in an amount at least equal to the value of the San Francisco MUNI pass (currently $45 per month).
• Employer Provided Transit: Provide a shuttle to transport employees between their homes and workplaces (whether or not the employees live within San Francisco).

Employers who fail to set up a compliant commuter benefits program are subject to citation and fines (up to $500 per violation) imposed by the San Francisco Department of Environment, the city agency that administers the program. More information on the ordinance is available here.

Labels: Administrator, Benefits, California, Employees, Employers, San Fransico, transportation

Add New York to the list of states that are expanding regulation of employers’ disposal of records containing personal identifying information (PI) and penalizing those who don’t take out the trash properly. The expanded law took effect on September 5, 2008 and requires both for-profit and not-for-profit businesses take steps to carefully dispose of media containing PI (e.g., SSNs, drivers license #s, ID card #s, mothers maiden name, account codes and #s, debit card #s, ATM card #s) by shredding, destroying, modifying the record to make it unreadable or taking steps consistent with industry standards for disposal. Regardless of where your operations are, you should be doing four things.

1. collect the smallest amount of PI possible (you really don't need a SSN on every employment form).
2. Protect the PI you do collect by limiting access to it and adding similar protective measures.
3. When it's time to dispose of any records, paper or electronic, which contain PI make sure the contents can't be reconstructed by dumpster divers and other nefarious types.
4. In the "no good deed goes unpunished" category, make sure any computers you donate to charity are completely scrubbed of data before they leave your premises.

Labels: Benefits, Employees

As previously reported by SHRM, the U.S. Citizenship and Immigration Services (USCIS) recently revised the Form I-9 used to verify employment eligibility. All employers are required to use the new I-9 beginning February 2, 2009.

The revised I-9 form will include three important changes:

• Requires that all documents presented for verification be current (unexpired).
• Eliminates Form I-688, I-688A and I-688B from List A (documents that establish both identity and employment authorization) because these documents are no longer issued and have now expired.
• Expands List A by adding two documents: 1) a Temporary I-551 printed notation on a machine-readable immigrant visa reflects the fact that the State Department has used machine-readable immigrant visas for several years, and 2) a Passport from the Federated States of Micronesia (FSM) and the Republic of the Marshall Islands (RMI) with a valid Form I-94 or I-94A reflects an agreement under the Compact of Free Association between the US and FSM or RMI.

Beginning February 2, 2009, employers may only accept unexpired documents and may only accept those listed on the revised Form I-9. In addition, when an employee's work authorization requires re-verification, employers should use the revised I-9 form with its new list of acceptable documents. Failure to do so exposes the employer to civil money penalties.

Continue reading more at SHRM

Labels: Benefits, Employees

Today we tackle the topic of repeat accidents, including figuring out likely locations, identifying likely suspects, and determining other factors that can aid and abet.

It's bad enough when an accident happens once. But if the same or similar accidents happen repeatedly, the damage multiplies.

That's why it's so important to break the chain of repeat accidents. Before you can do so, however, you need to know where accidents are happening and who's involved. The OSHA Required Training for Supervisors monthly newsletter offers the following advice.

Continue reading "Safety CSI: Repeat Accidents" here.
written by Chris Kilbourne of Safety Daily Advisor

Labels: Benefits, Employees

"I want someone from the top of the class at a top business school, who has advanced rapidly at a fast-growing, respected firm (but I want to pay an entry-level salary)." That's pie-in-the-sky recruiting—spinning your wheels with no results.

Picture the Perfect Candidate.
It sounds silly, but the biggest mistake in hiring is starting the recruiting process before you know what you are looking for. When there's no clear picture of the ideal candidate, you don't know what questions to ask, what answers to listen for, and how to evaluate candidates.

You're also not going to attract the best candidates because they'll sense your fuzzy thinking, and that's a turn-off. Further, vague requirements mean you won't get poor candidates to self-select out of the process.

Don't rely on a job description; do a little digging:

• What characteristics have helped others excel at this job?
• What aspects of this job have caused others to fail?
• What aspects have caused the manager the most heartache?
• What failure in performance would get the person in this job fired?
• In what areas did past jobholders need the most improvement?

This article was written by Steve Bruce of HR Daily Advisor
Continue reading the entire article here!

Labels: Benefits, Employees

Certain driver behaviors have been identified as associated with an increased risk of becoming involved in a vehicle crash or near crash. Research indicates that four specific driving behaviors double or triple your chance of being in a crash.

• Driving at a speed too fast for conditions nearly triples the odds of a crash.
• Driving while drowsy or sleepy was associated with a similar increased chance of a crash.
• When the driver’s eyes wereoff the roadway for more than two seconds, you can double the odds of a crash.
• Exhibiting aggressive driving behavior will also more than double the likelihood of a crash.

Here are a few tips to prevent these risky behaviors:

• Maintain a safe speed that moves with the general flow of traffic. Remember the posted speed limit may not be the appropriate speed.
• Be sure you are rested before driving. Be sure to get plenty of sleep before you leave for a trip.
• Avoid distractions that take your eyes away from the road. These include cell phone use,text messaging, changing the car radio or CD, looking at your GPS or driving directions, or daydreaming.
• Be courteous when driving.Use your turn signals, never tailgate, allow others to merge in traffic, and permit others to pass when needed. If you must use your horn, a friendly tap is better than a loud blast.
• Risky driving behaviors substantially increase the likelihood of being involved in a crash. Remember these behaviors and try to avoid them when driving.

Labels: Benefits, Employees

California law prohibits employers from asking job applicants about most marijuana-related convictions that are more than two years old. A new California appeals court decision, Starbucks v. Superior Court (Lords), highlights the fact that employers must be extremely clear with applicants that they are not seeking this barred info.

The case arose when Eric Lords and others applied for jobs at Starbucks. Starbucks uses the same boilerplate application for all locations, which includes a disclaimer stating:

CALIFORNIA APPLICANTS ONLY: Applicant may omit any convictions for the possession of marijuana (except for convictions for the possessions of marijuana on school grounds or possession of concentrated cannabis) that are more than two (2) years old, and any information concerning a referral to, and participation in, any pretrial or post trial diversion program.

Lords and others filed a class action lawsuit against Starbucks, arguing that the disclaimer was buried in a long block of type, did not specifically refer to the "Have you been convicted of a crime in the last 7 years?" question asked earlier in the application, and was placed near the end of the job application.

The appeals court concluded there were no problems with the language of the California disclaimer but "significant problems" with its placement.

Starbucks would have been okay, continued the court, if it had included the disclaimer immediately following the convictions question. But, instead, it put the disclaimer at the end of a 346-word paragraph, in the same chunk of text as disclaimers for the U.S., Maryland, and Massachusetts. The California disclaimer was in bold, but so was the rest of the paragraph, so "any value to be gained by emphasis is submerged in a veritable sea of boldface type," said the court.

If you would like to read more or need some questions answered please feel free to contact us today!

Written by California Employer Advisor

Labels: Benefits, Employees

It's a New Year! Time for resolutions. One of HR's resolutions should be to try new approaches that address the workplace problems that keep coming back year after year after year. In keeping with this spirit, this month's column focuses on two of the most common and recurrent workplace problems that HR professionals are all too often called upon to address -- lackluster employee performance and workplace bullying.
By Keisha-Ann G. Gray of Human Resource Executive Online

Continue reading this article here!

Labels: Benefits, Employees

Employee or Contractor should raise some questions.

We found a great article at The Inc. that describes some issues that any Employer should be concerened about.

Pop Quiz: Which of these workers qualifies as an independent contractor?

1. A newspaper carrier paid for each copy delivered
2. A knife salesman who works on commission, rents his own office, and pays his own staff
3. A consultant who works part time for a marketing firm

Continue reading Employee or Contractor? Here!

Labels: Benefits, Employees

Seven Tips for Management Success

The internet brings a wealth of information to everyone. Even business owners can learn more about their business and what it takes to be successful in employee management from online resources. About.com staff writer Susan M. Heathfield writes about these great 7 tips for management success.

Continue reading the Seven Tips for Management Success here!

Labels: Benefits, Employees