Blog
Five Common PEO Myths
A PEO is a professional employer organization, and its geared to help employers by becoming their human resource department off-site. This helps you control expenses on predictable transactional items, to help reduce risk and liability, make sure theyre complying with all the labor laws in the most important thing is theyre not spending time on all the administrative minutia of being an employer. Myth 1: Ill lose control of my business In fact, employers will gain more control of their business. As the business owner, you are the operational employer, and as the PEO, we are the administrative employer. Myth 2: Ill have to let go of my HR manager or team We work in coordination with the HR directors HR managers give them more time to work on the strategic human resource processes other business instead of working on the unfun administrative burdens. Myth 3: My staff will be considered temporary This is rooted from a common misperception that a PEO is the same as a stepping company
How to Save on Your Ohio BWC Premiums with Destination Excellence
Destination Excellence is a variety of programs that Ohio employers can take advantage of in addition to traditional group rating and group retrospective rating programs. These programs are designed to give Ohio employers as many savings on BWC premiums. There are many programs incorporated into Destination Excellence, but below are the most popular Most Popular Destination Excellence Programs: Drug-Free- Offers a 4% basic level and a 7% advance level discount on your premium. There are two hours of training initially and one hour of continuous training throughout the year. 4% is for pre-employment drug testing, reasonable suspicion drug testing, and post-accident testing. 7% discount is for all requirements with the 4% in addition to a random drug screening Go Green- This program is the easiest program to fulfill because all you need to do is pay your Ohio BWC invoice online instead of sending in a paper check. For this program, you receive a 1% discount. Lapse Free- If
What Title IIX Means For Ohio Employers
Title IIX of the Civil Rights Act of 1964 was a landmark for civil rights and U.S. labor laws whichoutlawsdiscrimination based on race, color, religion, sex, or natural origin. Within this Act, there are multiple laws that need to be addressed asyoure an Ohio employer. If Your Business has 15 or more Employees All employers with 15 or more employees have to comply, and compliance is mandatory to be considered as an equal opportunity employer and avoid discrimination according to protected characteristics. Your business is under the radar with less than 15 employees, but many employers that have 15 or more employeesarent even aware that they have to comply with this. Even if your business has less than 15 employees, it is still important for you to know about these mandates, because you will one day likely have more than 15 employees and then youll have to comply. Employers Must File an Actual EEO-1 Report if: Your business has over 100 employees If you have less than 100 employees
Five Tips for Effective Meetings
Every business has meetings in one form or another, and the time spent in those meetings can make or break your company. It is easy to lose track and waste time, but in the same vein, meetings are necessary to the success of your business. How to Have an Effective Meeting: In order to have a more productive meeting, we offer five helpful tips for more effective meetings. 1) Write and distribute an agenda for each meeting. Having a schedule written down allows everyone attending the meeting to prepare accordingly. This way, they know what to expect and how to respond to each task in the meeting. It can be easy to get off track when everyone is together, but having an agenda will make it easier to bring the discussion back to the tasks at hand. 2) Invite only the people who have a need to attend the meeting. If someone doesnt have anything to say or hear at the meeting, then they dont belong at the meeting. You want to make sure everyone there is getting value out of that meeting. 3)
Understanding At-Will Employment
What is At-Will Employment? At-will employment is a common law rule which means that an employer may terminate anytime for any reason with or without cause or notice for any reason by law or no reason at all. Too many Ohio employers rely on at will employment to terminate an employee without checking all of the facts and really taking it on a case by case basis. At-Will Employment and the BIG 3Exceptions for Ohio Employers Illegal Reasons for Termination For example, you can terminate an employee if they come into work with pink, blue, or any crazy colored hair but you cant for a social anxiety disorder, and it becomes a slippery slope if there are no performance issues. The employee that has the pink hair could hire an attorney and believe that she was fired because of her social anxiety disorder and not her hair. So, you havegot to be very careful. As an employer, you want to make sure that there are no illegal reasons for termination such as social anxiety disorders or any disabilities;
The Importance of Immediately Documenting Performance Problems
The importance of Ohio employers documenting their employees performance issues cannot be overstated. Too many employers rely on employment at will, and thats a dangerous position to take because the cost of turnover is so high. If an Employee Doesnt Know That Something is Wrong, They Cant Fix It If your employees dont realize that their performance is not up to standards or that certain behavior is bad, then they wont know to correct that issue. As an employer, you want to communicate that you want to better the employee and hopefully not have to terminate that employee in the cost of turnover so high. So they need to know that somethings wrong. No One Likes to be in Trouble Nobody likes to be in trouble, but they must know that if they are not meeting expectations or failing to comply, it will result in progressive discipline. As an employer, it is your responsibility to communicate and document the issue to allow your employee to understand that their actions, or lack thereof,
8 Reasons Your Business Needs an Employee Handbook
We at Surety HR want to stress the importance of a well-written employee handbook. It helps both the employee and the employer. Some employers have conflicting views on whether or not to have a handbook. However, its in the best interest of both partiesto have a handbook. 8 Reasons to Have an Employee Handbook 1) First of all, it introduces employees to the organizations mission, vision, values, and culture which sets the foundation for how the employees fit in. 2) The second thing it does is that it communicates to the employees what is expected of them; the benchmarks, sets the tone for employees on safety, timekeeping, reporting, and so on. 3) The third thing is that it educates employees on what they can expect from management and leadership which helps eliminate confusion and inconsistencies. 4) A handbook also helps ensure that key company policies are clearly and consistently communicated as no policy is effective if its not practiced. 5) It showcases the benefits of the
Will I Lose Control Over My Employees When Working With a PEO?
Will I Lose Control Over My Employees When Working With a PEO? The co-employment relationship between an employer and a professional employer organization (PEO) like SuretyHR can often be a confusing or daunting thing. We really try to explain it in a simple way. As a PEO are certain things that we are going to share responsibility for and there are certain things that are going to be handed off to your PEO. Some employers feel that when they start working with a professional employer organization theyre going to lose control over their employees and their workforce. That couldnt be further from the truth. The employer is still going to direct their employees on what to do, when to do it, they still manage their employees calendars, their schedules and everything else. What do PEOs help with? We like to look at ourselves as an HR Easy-Button. All of the HR-busyness employers are stuck working on during the day to manage their workforce gets outsourced to a PEO. Typically, that means
The Benefits of a Multiple Employer 401k Plan
Surety HR has partnered with Virteom to engage our customers about our services. In our video, Jacqui and Andy talk about the benefits of our multiple employer 401(k) plan. Watch the video or read the transcription below! The Benefits of a Multiple Employer 401(k) Plan with Surety HR An employer often has the challenges of trying to find ways to find good employees and keep them. In doing so an employer may choose a blend of compensation and benefits such as a 401k plan. The barrier for some of the small to medium sized companies is it can be very challenging to pay for those benefits. In order to facilitate that need, working with an organization like Surety HR, they can bring the economies to scale and make that 401k plan work for you. By joining the Surety HR Multiple Employer 401k Plan you instantly get the benefits of a very large and well-established 401k plan with millions of dollars in assets. In return you pay pennies on the dollar for the multiple employer 401k plan versus
What Are the Benefits of Outsourcing Human Resources?
Surety HR has partnered with Virteom to engage our customers about our services. In our video, Jacqui and Andy talk about the benefits of outsourcing HR rather than having an internal HR department or person dealing with employment-related distractions. Watch the video or read the transcription below! Theres a Lot More to Human Resources (HR) Than People Think HR is a broad term and a very broad discipline. Its not just simply hiring and firing people. There are many different disciplines including recruiting, wage/hour type situations, and compliance. Engaging in legal services is really outside of the course and scope of what a normal HR person would do. But for smaller employers, they often see the HR person take on this role. The value in outsourcing human resources is that it provides small and medium sized businesses all of those different disciplines for a fraction of what it would cost to do this internally. Theres a lot of times where you dont know what you dont know, and
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