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Archive for December 2010

Top 3 Reasons You Should Consider a PEO

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A Professional Employer Organization, or PEO, can help a growing business go from wheel spinner to profit earner. But this news comes as a surprise to the many business owners who don’t really understand what a PEO can do for them and why they should take a closer look at this multi-faceted business efficiency provider.

Here are our top three reasons why you should consider using a PEO for your own business:

Time. As any businessperson knows, time is money. The more time you can devote to the core tasks that drive your business’s profitability, the more your business prospers. But who makes a prosperous business run? Employees, of course — and there’s where things can bog down. No matter how wonderful your people are, the fact that you have them on the payroll, enrolled in your benefits programs, insured by your insurance vendors, means that they will have needs that must be administered to. A PEO takes that burden off your plate so you can focus on your bottom line.

 

Expertise. The world of HR — with its ever-changing benefits, employee taxes, state and federal compliance, and of course insurance issues — requires constant vigilance, expertise, and knowledge of the changing compliance issues in the workplace. You’re not in the human resources business, so it’s natural that your staff may not have the extensive resources or skill sets to constantly keep up to date with the latest HR requirements and challenges. A PEO does.

 

Professional Counsel. A PEO saves you money not just by restoring your time but also by helping you protect your company’s assets. You receive expert advice on all issues that affect your relationship with your employees. This level of professional guidance plays a critical role in limiting your risks and controlling your expenses as an employer.

Want to learn more about PEOs? Visit Acadia HR.

Dan Hettrich is the director of sales at Acadia HR located in Austin, Texas. He can be reached at dan@acadiahr.com or 512-745-2985.

Written by Dan Hettrich

December 17, 2010 at 4:52 am

Posted in Uncategorized

Stop Playing “Payroll Ping-Pong”

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Has your business been bouncing from payroll company to payroll company? If so, you may have discovered by now that short-term gains don’t equal long-term stability. That’s when you have to ask yourself what matters more to your company’s success — always paying the lowest rate or having a solid, stable relationship with an HR provider that knows your company’s needs inside-out?

If you want a cheaper pricing scenario than your current payroll company offers, chances are you can either find it right now or you won’t have to wait very long for one to come around. There’s always someone out there with a cheaper base rate or a fabulous introductory offer looking for new clients–but don’t be fooled by companies that imbed hidden charges elsewhere.

Companies that feel they are getting genuine value from their vendor relationships don’t hop from vendor to vendor. A satisfied customer stays put. Business owners who keep running after the best deal on a payroll pricing scenario should plant their feet for a minute and ask themselves what long-term value they’re building for their company.

This value becomes especially apparent if the business owner considers going with a PEO, or Professional Employer Organization. A PEO offers far more comprehensive aid than a simple payroll company — it can handle complex taxation, benefits and compliance issues as well as payroll, offering you expert advice on all aspects of your company’s HR needs while taking the day-to-day administration of those needs completely off your to-do list. When you have a PEO running your HR office for you behind the scenes, you gain hugely because you’re working closely with a company that will help you grow and evolve for years to come.

So stop playing Ping-Pong. Choose a partner, not just another provider.

Dan Hettrich is the director of sales at Acadia HR located in Austin, Texas. He can be reached at dan@acadiahr.com or 512-745-2985.

Written by Dan Hettrich

December 17, 2010 at 4:51 am

Posted in Uncategorized

Employer Lawsuits on the Rise — Is Your Company Next?

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Recent layoffs and corporate downsizing have led to a 15 percent rise in retaliatory lawsuits brought by disgruntled former employees against their employers whether they have a case or not. It’s a fact — unhappy ex-employees will sue you if they feel they have a legal right to do so. But your company doesn’t discriminate or harass its employees, so you’re safe, right?

Discrimination, harassment or other incriminating incidents occur in environments that support such events, even if that support consists only of neglect. Some employers saddled with mediocre employees don’t know how to boost those employees’ performance, so they just let them wither on the vine in a non-supportive environment in the hopes that the “deadwood” will eventually just give up and leave. But this just leads to employees feeling neglected and ignored by management — and if they can translate evidence of passive abuse into a lawsuit against the company, you’re in trouble.

What can you do? Actively support and motivate your employees if they’re performing poorly. Make sure your managers have the necessary skills and training to work with poor performers and encourage them to improve. Workers who feel that they have been treated fairly have no reason to sue.

At the same time, though, cover yourself with clear, unequivocal written policies on hiring and termination, including an “at-will” employment policy that gives either party the right to part ways without penalty. Apply supervision and disciplinary actions fairly and consistently, provide established procedures for stating grievances, and document every grievance and disciplinary action to make sure terminations have a legitimate basis.

And if an employee must go, you’ll sleep easier if you had them sign a claims release giving up their right to bring lawsuit as part of their severance agreement.

Dan Hettrich is the director of sales at Acadia HR located in Austin, Texas. He can be reached at dan@acadiahr.com or 512-745-2985.

Written by Dan Hettrich

December 17, 2010 at 4:50 am

Posted in Uncategorized

HR Outsourcing: The Cure for Compliance Headaches?

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Is your head hurting?  Maybe you’ve been trying to keep up with the dizzying array of amendments to the Americans with Disabilities Act and other legislation designed to put more legal power into the hands of workers.

The ADA amendments make it easier for disabled employees to file discrimination lawsuits against their current or former employers, while the Lilly Ledbetter Fair Pay Act raises the stakes even higher, making it imperative for employers to carefully document their compensation policies if they want to avoid discrimination suits.

Many companies entrust the Herculean task of keeping up with the latest compliance requirements to their in-house HR people. The problem is that most small businesses may only have one HR person on staff (especially if the company has less than 75 employees), and that person has enough to do without constantly staying on top of these critical issues, and in many cases, HR is not their primary task–it’s only one of many.

One answer to this problem is to consider a human resource outsourcing company, or HRO. They live and breathe compliance minutia so you don’t have to. These companies devote huge amounts of their time to making sure their clients remain 100 percent compliant, so when you hand this massive headache over to an HRO, you can stop worrying about whether your HR person will make some tiny slip that costs you thousands or even millions in future settlements or judgments.

Of course, that’s just one of the benefits you get from outsourcing your HR. As you relieve your in-house staff from the need to wrack their brains over legal pitfalls, you also divest them of the need to play accountant, insurance expert, benefits consultant, etc. An HRO does it all for you, acting as your off-site human resources department, so you can focus on the things your business does best — serve its customers.

Feeling better?

Dan Hettrich is the director of sales at Acadia HR located in Austin, Texas. He can be reached at dan@acadiahr.com or 512-745-2985.

Written by Dan Hettrich

December 17, 2010 at 4:48 am

Posted in Uncategorized