Month: July 2015

Engage New Staffers With Charity and Volunteerism

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Engage New Staffers With Charity and Volunteerism

Charity and VolunteerismLike many employers, you may face challenges acquiring and retaining top talent. National PEO can advertise your openings with expertly crafted job descriptions that draw in your industry’s best applicants. They’re likely to be millennials from 18 to 34 years old who represent today’s greatest workforce proportion at 34 percent. Generation X makes up 32 percent, and baby boomers trail at 31. But the youngest labor pool’s low company loyalty poses challenges for employers’ retention plans.

The Bureau of Labor Statistics (BLS) reports that average job tenures are much shorter for young adults, compared to their more mature colleagues. Among 20- to 24-year olds, the cutoff is under 16 months. Those from 25 to 34 stay three years. Add all older generations into the mix, and the median job duration reaches five and a half years for everyone over 25. Employee engagement efforts that support bonding and loyalty while strengthening teamwork encourage new hires to remain at companies longer.

Focus on Millennials’ Priorities

A study discovered that millennials prioritize helping needy people over their own high-paying careers. Other research shows that volunteerism is vital to engage employees, lift morale, increase job satisfaction, and enhance productivity. So charitable projects have become popular workforce engagement tools. While critics claim that America’s job-hopping young adults act like an entitled group, most companies can’t afford to disregard their psychosocial and emotional needs for purpose and meaning in their jobs.

Astute business leaders realize that every generation approaches volunteering differently. According to a BLS report, millennial workers want to share community giving and feel a connection through mutual enthusiasm for their employers’ cause culture. Energetic, tech-savvy millennials represent the social media age, so engaging in interactive volunteer experiences will inspire them to give more to charities and at work.

Most of the attributes that retain millennials are the ones that convinced them to join organizations initially. Their top considerations are business culture, cause involvement, staff diversity, work environment, and human resource (HR) standards. Companies that integrate altruistic endeavors into their cultures and adapt their corporate social responsibility (CSR) approaches to millennials increase their odds of landing and retaining young recruits.

Experience shows that whatever satisfies millennials probably fulfills everyone’s needs. All employees hope their employers care about their surrounding communities. So integrating philanthropy into your firm’s core mission is crucial. The most successful programs have company-wide support and understanding with businesses tracking specific and measurable goals.

Develop Humanitarian Strategies

Giving your staff chances to utilize company time or resources to benefit charitable causes will satisfy their desires to give while also communicating that your civic compassion matches theirs. Try these strategies to incorporate volunteering into staff positions:

  1. Couple painting houseHold workday team-building activities. Donate combined efforts to build Habitat for Humanity houses. Landscape playgrounds or plant gardens at schools. Host Big Brothers and/or Big Sisters lunches and then watch performing arts presentations together.
  2. Conduct contests. Allow winning entrants to donate their prize money to their favorite charities. Researchers found that such competitions motivate employees more than bonuses while also honing their collaboration skills.
  3. Establish an incentivized volunteer program. Let employees take off a set number of paid workdays to give back at personally chosen charities. On a larger scale, consider covering all expenses for domestic and international volunteer trips or offer bonuses.
  4. Invite staffers to attend your firm’s grant committee meetings. Listen to their recommendations on which nonprofits should receive your company’s contributions.

Enjoy the Rewards

Serving worthy nonprofits provides multiple advantages for your company and personnel. Offering expertise and skills to benefit others is rewarding. Employees who can leave work to donate their time and talents to others will be grateful for your benevolent policies. They’ll appreciate being able to provide community services without the financial penalties of using up their paid time off, losing wages for their generosity, or needing to make up missed time. They’ll also return with new abilities they acquired while volunteering.

Staffers helping local non-profits represent your firm and display its values publicly. They humanize what local residents may perceive as just another uncaring faceless operation. Corporate volunteering demonstrates that your organization extends beyond tools and calculations. Neighborly people living in and contributing to your region are driving your business. Charitable activities build stronger ties from boosting community spirit to strengthening your internal team. While spreading your company’s civic pride and concern, your local humanitarian presence also may attract potential new like-minded employees.

Outsourcing Administrative Tasks

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Why You Should Outsource Administrative Tasks to Enhance Your Business

Outsource Administrative TasksToo often, talented entrepreneurs think that they can handle every back-office duty on their own, but letting busywork sidetrack you can stall business development. Enlightened leaders recognize the value of outsourcing essential organizational aspects that they don’t need to handle personally, says entrepreneur David Walsh. Delegating such responsibilities to external professionals enables small firms to compete with and triumph over their largest competitors.

Building your operation with help from an ASO (administrative services organization) will free up your time to concentrate on generating revenue. It can have powerful impacts on your company’s productivity, procedural efficiency, bottom line, and growth. The following tips will help you discover which everyday tasks to farm out and when along with the advantages of that smart decision.

Choosing Ideal Duties

To determine which responsibilities are the best or safest to outsource, consider these three questions for each:

  1. Is that function a business differentiator or core strategic element?
  2. Must you retain full control of that task to provide your unique added value?
  3. Do you execute that role better or for a lower price than an external service provider?

If all your answers are “Yes” for any discipline, it’s probably not a good choice. Keep major operations in house to regulate your products and services’ quality while maximizing your competitive advantages. But “No” answers indicate that outsourcing could be your best option. Consider common services that many companies delegate:

Payroll: Unless your field is accounting, handling payroll in house is risky. Not only are payroll taxes complicated, processing them incorrectly can lead to Internal Revenue Service (IRS) troubles. Protect yourself by turning this vital function over to an outsourcing firm with accounting experts who specialize in accuracy and adhering to federal and state laws. You’ll have peace of mind, trusting that professionals handled your payroll taxes properly.

National PEO’s payment options give your employees the flexibility of three convenient choices. They range from traditional paper checks to modern alternatives including direct deposit with NPower (eco-friendly online pay stubs), and PayCards (FDIC-insured accounts).

Benefits administration: Using external service providers to manage your employee benefits can be a wise move because their professionals must follow the most current employment laws, regulations, and standards.

Outsource Administrative TasksRecruiting: An outside ASO can administer your talent acquisition functions skillfully. Its specialists are proficient at job postings, applicant screenings, and reference checks.

Other human resources (HR) duties and workers’ compensation round out National PEO’s administrative services. Select any number individually or create your own bundle of just the options you need. Our paperwork specialists fulfill every task with professional expertise, accuracy, and speed.

Timing Your Subcontracting Move

The most suitable time to outsource varies between companies. If your business is very small, entrepreneur Laura Lee Sparks advises that outsourcing from the outset may be a logical decision. But if in-house staffers are in place to conduct daily activities, you might need remote help to shoulder new assignments that don’t justify hiring more full-time employees. Also consider an ASO when your team is no longer able to build your organization while managing your routine operations.

Weighing Benefits vs. Costs

Outsourcing is a proven and affordable way to grow your company without allowing it overtaking your life. Its advantages allow you to:

Focus on central business activities. Farming out duties liberates owners, supervisors, and workers to devote their concentration and efforts to your organization’s core competencies like income-generating functions.

Embrace growth. If the urge to expand your operation coincides with growth opportunities, will you be ready to scale your business? When you outsource, you’ll be free to establish new goals with methods to reach them. And your staff will be available to help your dreams thrive.

Reach visionary and efficiency excellence. An outsourcing firm gives you access to the newest technologies, innovative approaches, and advanced solutions that aren’t available otherwise. Its talented team excels at administrative efficiency.

Reduce expenses. ASO service fees are substantially less than what you’d pay full-time employees to handle the same tasks, increasing your bottom line. You can build a team of accomplished professionals without the added expenses of hiring, training, and managing new staffers. Outsourcing also saves you the overhead burdens of payroll taxes, health and worker’s compensation insurance, and larger, more expensive office space for an in-house team. Your resulting lower fixed budget can be a key to success.

Legal Implications of Fraudulent Resumes

by National Peo National Peo No Comments

What Are the Legal Implications of Fraudulent Resumes?

fraudulent resumesDishonest resumes are rampant with up to 80 percent containing lies. Even more feature misleading or embellished information from job titles and responsibilities to licensing credentials and salaries.

High unemployment and tough competition for limited job openings are contributing to this alarming trend. In desperation, applicants without specialized skills or degrees are contriving better qualifications.

Internet Tricks

These days, high-tech scams are replacing minor fibs. Various Internet resources are enabling calculated resume fraud. One website offers a tax-deductible underground guide that trains candidates on various tricks. Some amplify their work experience and lie about their ages. Others receive college transcripts with any desired GPAs from any schools and manipulate their resumes so automated screening systems pick theirs.

Charlatans disguise employment gaps by creating fictitious jobs with closed or fake businesses. Disreputable websites charge job seekers to list bogus 800 numbers for phony work verifications and references. When prospective employers call those numbers, fictitious companies confirm employment and fabricate flattering recommendations.

Listing licenses and degrees from sham diploma mills is another growing trend. These online resources base their mock credentials on candidates’ life and work experiences. One such university awards degrees in only five days starting at $199 without attending classes, studying, and testing. Degree packages for any requested major include counterfeit diplomas and course transcripts with made-up subjects and grades.

Applicants can pay online services’ 800 numbers to provide prospective employers with education and degree verifications. More extreme cases entail job seekers hiring computer hackers to sneak their names into reputable university and college alumni databases so their graduation claims seem legitimate.

Protection Concerns

Today’s commonplace practice of deliberate factual résumé errors can translate into significant problems for employers. Such fraud sets companies back an estimated $600 billion per year. Shady candidates who get away with underhanded schemes to procure jobs may become unprincipled employees who harm your business in additional ways.

For your company’s protection, running federal background checks on all new hires is imperative. National PEO offers thorough background-screening services to determine if applicants are truthful about their work experience, college degrees, earned certificates, state licensure compliance, criminal histories, military service, driving records, and much more. Our experts will help you match a package to your unique verification needs.

fraudulent resumesPossible Unlawful Complications

Being familiar with these deceptive resume consequences can be helpful if this human resource (HR) issue causes problems:

Basics: While including untruths on resumes isn’t illegal, it demonstrates lapses in integrity, ethics, and trustworthiness. Certain distortions can create legal troubles for applicants or staffers. Organizations can sue any ex-employees whose lies misled companies and cost them money. If workers must make sworn statements, their deceits become illegal. Falsifying details to access sensitive government data or business records also can be unlawful.

Professional licenses: For some positions including engineers, carpenters, plumbers, and electricians, licensing by accredited state boards is mandatory to ensure that members meet specific educational or qualification requirements. Job seekers who claim to hold professional licenses dishonestly are committing crimes equivalent to practicing that profession without proper licensing.

Your company could face problems if unlicensed employees you allow to work harm anyone, so verifying all licensed candidates’ credentials is vital. Background checks will uncover fraudulently reported licenses. You also can confirm them on state agency websites and certain private sites linking to all government databases.

Liability: Fabricated resumes can cause serious liability concerns for your organization. When you hire people who are unqualified to perform their jobs, customers who suffer harm could sue your firm for negligence. Even though you might have the right to sue employees who lied on their resumes, you must demonstrate that their falsehoods harmed your business and you couldn’t have known applicants were being deceitful.

Termination: Although you may consider lying to land a job a clear offense, immediate dismissal can be a complicated process. In at-will employment states, that should be fine for an employee without a contract. But if your state demands cause for termination and discredited crooked staffer has a work contract, you might need to prove his fraud or that he’s otherwise unqualified for his job.

Document all incidents involving that worker and point out his resume deceptions before terminating him. If you make a false accusation to a contracted employee that he lied on his resume, he could bring a wrongful termination suit against your company. So first, be certain that a background check established resume fraud.

Worried About Labor Law Compliance? Use Our Checklist

by National Peo National Peo No Comments

Worried About Labor Law Compliance? Use Our Checklist

labor law complianceEmployment laws protect personnel while guaranteeing that employers provide fair and equal workplaces for everyone involved. Whenever you want to know if your company is legally compliant with these mandatory laws, call on National PEO’s legal-savvy team. During our stringent labor law compliance audits, we’ll detect any potential federal, state, and local regulation violations.

Then together, we’ll prioritize your issues and rectify them in cost-effective ways. We’ll help develop options to overcome existing infringements and avoid future ones including revising your company’s policies, procedures, facility, or equipment. Safeguarding your employees will protect your business from liabilities. Get a head start today by making sure that your employment processes conform to this sampling of common labor laws. National PEO’s periodic audits will boost your company’s ongoing compliance and help your business achieve long-term sustainability.

Minimum Wages

The 1938 Fair Labor Standards Act (FLSA) requires employers to meet America’s hourly and salary minimums. Since July 2009, the federal wage minimum has been $7.25. Yet some states have established higher minimums for hourly personnel. Whenever state and federal laws vary, maximum rates apply.

Not paying hourly employees sufficiently for overtime work sets you up for federal as well as state labor standard violations. Employers must compensate salaried staffers the weekly $455 federal minimum to satisfy the exempt worker classification’s first step. Review your entire team’s payroll data to be sure that your organization complies with these wage requirements.

Employment Authorizations

Many businesses skip I-9 forms. The 1986 Immigration Reform and Control Act (IRCA) requires employees and employers to complete these legal authorizations correctly within specific time constraints to be sure that all new hires are eligible to work in America. Your company could be liable if you contract services out to other businesses that you know use unauthorized laborers.

Workplace Postings

The U.S. Equal Employment Opportunity Commission (EEOC) and Department of Labor (DOL) oblige employers to hang posters in noticeable places such as break room bulletin boards throughout their premises. Mandatory notifications include EEOC’s employment rights notices, FLSA’s minimum wage postings, and Occupational Safety and Health Administration (OSHA) workplace safety signs. Walking through your facility, you can check that all notices are current without alterations or defacements. Visit federal agency Internet sites to print new or replacement posters. Or call local EEOC or DOL offices to receive them by mail.

labor law complianceFair Employment Methods

Review your workforce census to decide which labor laws relate to your company. For instance, Title VII from the 1964 Civil Rights Act (CRA) and the 1990 Americans with Disabilities Act (ADA) affect businesses with 15 or more employees. The 1967 Age Discrimination in Employment Act (ADEA) minimum is 20 workers. Laws like 1935’s National Labor Relations Act (NLRA) and 1970’s Occupational Safety and Health Act (OSHA) are valid for all crew sizes. Check your job applications, hiring practices, and employment policies to make sure that you follow appropriate laws and your organization’s business standards.

Training Programs

In many states, employers must provide sexual harassment and EEOC law training for their managers and their reports. For instance, California law mandates that companies with over 50 staffers hold two-hour interactive sexual harassment sessions, despite worker locations. To determine if your business complies with your state’s laws, assess your new employee orientation’s subjects and leadership training’s learning objectives. Consult National PEO’s experts about our labor law and custom training programs.

Workers’ Compensation

If you don’t know the right ways to manage your workers’ compensation program or learn the law accurately, you might process paperwork incorrectly and/or miss deadlines. Audits can find such errors and help you get on track.

Family and Personal Medical Leaves

Thanks to the 1993 Family and Medical Leave Act (FMLA), eligible employees can take off as much as 12 weeks of unpaid leave during 12-month periods and still have their jobs protected. This time allows them to take care of newborns, recently adopted children, other kids, parents, or spouses with serious health conditions.

Personnel also can use their leaves to recuperate from their own major illnesses. But some employers aren’t clear on FMLA’s payment regulations, leave length, and their responsibilities after staffers exhaust their leaves. Regular audits can make sure that you aren’t violating this act’s federal regulations.

Industry-Specific Policies

Various industries including construction, manufacturing, mining, and agriculture must adhere to additional regulations that affect their fields explicitly. These extra obligations increase your infraction chances and thus your audit needs.