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Your Company Needs Affordable Workers’ Compensation Insurance

Whether you call it workers’ compensation insurance or workmans’ comp, affordable workers’ compensation insurance is an essential reality for your company. It is a necessity to protect your employees from unexpected injuries or problems at work. Even a small business needs workers’ compensation insurance once they start hiring employees. A major advantage of working with a PEO is access to quality workers’ compensation insurance plans.

Affordable Workers’ Compensation Insurance = Protecting Employees

workers’ compensation insurance

Affordable Workers’ Compensation Insurance

The best argument for workman’s compensation insurance is the coverage. Even in a low-risk job in a low-risk industry, employees still experience work-related injuries. Slip and fall accidents, physical health problems in work environments, or accidents caused by professional equipment can lead to high-cost medical bills. As an employer, it is important to protect your employees and your bottom line. When injuries occur, workman’s comp insurance helps pay for the cost of medical bills and lost work related to the accident.

By purchasing workers’ compensation insurance to help pay for the costs associated with workplace injuries, your company’s employees will have protection against financial difficulties moving forward. By working with a professional employer organization like Total HR Management, you can access affordable workers’ compensation insurance that makes sense to your company’s bottom line.

State Laws and Affordable Workers’ Compensation Insurance

Many states, including California, now have legal standards associated with worker’s compensation coverage. Your small to mid-sized business must review the state standards and comply with any legal requirements. A professional employer organization can help make this happen. If your company hires an employee, you need coverage. Some exceptions may exist for specific types of positions and the number of employees, but most states require coverage even if there is only a single employee.

Although most state laws provide incentives to purchase affordable workers’ compensation insurance for most small to mid-sized businesses, the primary benefit of coverage can be limited. By working with a PEO, your company can access affordable workers’ compensation insurance that provides the coverage that your business needs. Beyond the minimum, we also make sure that your company and your company’s employees are safe and protected moving forward. The cost of workplace injuries adds up quickly, especially if an individual was injured on the job.

Affordable workers’ compensation insurance helps pay for any costs associated with an injury and prevents individuals from going to a court when injuries occur. Moreover, affordable workers’ compensation insurance pays for the medical bills, death benefits or lost wages associated with the injury. It also prevents a lawsuit because an employee cannot ask for further compensation. It is up to the insurance company to determine whether or not additional compensation is appropriate for the specific injuries of an employee.

Finding Affordable Workers’ Compensation Insurance

A high-risk business like construction will have a much higher cost for workers’ compensation insurance when compared to an office job. A high level of risk combined with a low number of employees only adds to the cost. However, Total HR Management has experience helping companies from a wide range of industries and risk levels access affordable workers’ compensation insurance.

For a small to mid-sized business, a professional employer organization helps to reduce the cost associated with insurance coverage. The affordable workers’ compensation insurance package provided by a PEO offers access to more comprehensive benefits programs and insurance plans. By working with a PEO, an employer also can ensure that the company is complying with any state and federal regulations.

Since PEOs assist with risk management and compliance, a small business is able to identify policies that are appropriate based on the risk level and the type of services that the business provides. Furthermore, PEOs help manage workman’s comp insurance concerns so that a business can focus on growth while still maintaining an appropriate level of coverage.

Total HR Management Can Help

Total HR Management offers the assistance and tools that a company needs to find an affordable workers’ compensation insurance plan. Based on the goals and concerns associated with your unique company and your specific industry, we can help.

If you want to learn more about affordable workers’ compensation insurance plans, please contact Total HR Management today. Please call (800) 975-5128 today to speak with an HR professional.

 

No Legal Advice Intended: This blog includes information about legal issues and legal questions.  Such materials are for informational purposes only and may not reflect the most current legal developments.  These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances. You must not rely on the information on this website as an alternative to legal advice from your attorney or another professional legal services provider.

 

The Profitable Positives of a PEO Co-Employment Relationship

As a small to mid-sized business owners, do you understand the pros of a PEO co-employment relationship? Many capable entrepreneurs do not recognize how profitable a PEO co-employment relationship can be for their company. At Total HR Management, we believe in removing the fears and highlighting the positives.

As a professional employer organization, we have extensive experience making this happen. When we sit down with business owners and outline how we can tailor our PEO services to suit their companies, it’s amazing to see how quickly reluctance transforms into a proactive handshake that signals a profitable future.

PEO Co-Employment Relationship Does Not Equal Less Control

For many small to mid-sized business owners who are used to having their hands in every aspect of the business, accepting a PEO co-employment relationship is difficult. They falsely believe that co-employment means relinquishing control of their company. In truth, however, the exact opposite outcome tends to be the case.

PEO co-employment relationship

Profitable PEO Co-Employment Relationship

Indeed, ceding control of human resources management in a PEO co-employment relationship can be a challenging adjustment to make. Once this step is taken, the freedom provided often proves truly valuable to many business owners. Suddenly, they can work on the business of their business and not in the bureaucracy of their business. A true PEO partner like Total HR Management acts virtually like an extension of a company’s business. The profitable pro of a PEO co-employment relationship is that the PEO handles the time-consuming tasks while the business owners and the executives focus on what matters.

For example, outlined quickly below are five profitable pros of a PEO co-employment relationship. A PEO co-employment relationship allows your business to succeed by offering advantages that make sense.

4 Pros of a PEO Co-employment Relationship

1) Better Benefits For Employees

A PEO co-employment relationship allows a small to mid-sized business to offer a better benefits package to their employees. By becoming part of the pool of a PEO’s client companies, a small to mid-sized business obtains the negotiating strength of a large corporation. As a result, the benefits package options provided are much more extensive and better, ranging from health and retirement to workers’ compensation and insurance costs.

2) Regulatory Compliance

A PEO co-employment relationship removes the burden of having to keep up with the constantly changing human resources regulatory laws. From producing employee handbooks to helping a business understand the challenges of modern healthcare reform, a PEO supports their client companies and ensures ongoing regulatory compliance.

3) Recruitment and Talent Acquisition

A PEO co-employment relationship improves recruitment and selection by providing professional staffing capabilities to a small to mid-sized business. From initial recruitment filtering of candidates to find the best talent for an essential position, a professional employer organization knows how to turn this business challenge into a successful reality.

4) EPLI Coverage

A PEO co-employment relationship often provides civil defense and employment liability insurance in case a former employee sues the company for discrimination or wrongful termination. Such EPLI coverage is a needed benefit for small to mid-sized business owners because of the cost of a potential lawsuit. The key is to help avoid any such difficulties.

Total HR Management Can Help

If you want to learn more about the profitable pros of a PEO co-employment relationship, please contact Total HR Management today. Please call (800) 975-5128 today to speak with an HR professional and access the help your small to mid-sized company needs.

 

No Legal Advice Intended: This blog includes information about legal issues and legal questions.  Such materials are for informational purposes only and may not reflect the most current legal developments.  These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances. You must not rely on the information on this website as an alternative to legal advice from your attorney or another professional legal services provider.

Three Questions To Ask About Working With A PEO

When it comes to working with a PEO, some questions need to be asked by a business owner. As a professional employer organization with client companies across the nation, Total HR Management understands the necessity of answering such questions. By providing you with these questions to ask about working with a PEO, we hope to help you make the right decision moving forward.

working with a peo, PEO

Working With A PEO

As a result, here are three essential questions to ask about working with a PEO. By knowing the answers to these questions, your business will be able to move forward with confidence in setting up a co-employment relationship. Total HR Management understands that such a relationship can sound challenging when you don’t know the actual details of what working with a PEO entails.  Uncertainty is why we are here to help.

We understand this uncertainty. As a capable company owner, it makes sense to ask questions. By asking questions, you can make an informed decision. Such a decision is the essence of doing good business.

Questions About Working With A PEO

Questions #1

As your company continues to grow, will the professional employer organization be able to meet the ongoing needs of your business? For example, does working with a PEO mean accepting a one-size-fits-all package or will the PEO tailor its services to meet the actual needs of your company?

Answer #1

This is a great question to ask because it reveals what should be primary in your company’s perspective. As opposed to fitting your company into a pre-designed mold, you should receive a tailored package that reflects your actual needs. Although Total HR Management offers all of the traditional services and more of a professional employer organization, our client companies pick the specific options that make sense for them from an extensive menu of services. As they continue to grow, they might add certain options or change the dimensions of what is needed. Most importantly, we tailor our choices to work for them. In a co-employment relationship, they are the clients, and we provide the services.

Working With A PEO – Regulatory Compliance

Question #2

Are the HR Managers at a Professional Employer Administration ready to administer the specific services that your company needs? For example, are they trained to know and work with federal, state and local labor laws that could affect your business?

Answer #2:

Compliance is at the very heart of the professional employer organization business model. In today’s complex age of endless regulations and labor laws, no small to mid-sized company is designed to be able to comply with all the federal, state and local labor laws and regulations. In fact, if your company has to negotiate these bureaucratic mazes, it takes away the time you need to work on the business of your business. At Total HR Management, beyond having all of our HR managers be certified professionals in human resources, they specifically focus on the geographic locations and specific needs of each client company. In light of today’s ever-changing regulatory environment, our job is to stay one step ahead by making sure our client companies know about regulatory changes well before they ever become an issue. We help to keep your business one step ahead of any regulatory issues or problems.

Working with a PEO – Accreditation

Question #3:

What does it mean if a professional employer organization is accredited? Is it necessary for my company to work with an accredited PEO?

Answer #3:

In many industries, accreditation is just a pat on the back from an industry-supported research institute that is in the pockets of the big companies. In the professional employer organization industry, this is not the case. Rather than being an extension of the PEO industry, the Employer Services Assurance Corp (ESAC) is an independent nonprofit organization. As the official accrediting agency for the PEO industry, they are managed by every aspect of the industry in a manner that ensures compliance. The board of directors of ESAC includes industry attorneys, CPAs and independent directors representing more than 100 years of combined PEO industry regulatory experience. The accreditation process is not easy, and a good number of PEOs do not qualify for this accreditation. The gold star of earning ESAC accreditation reveals a PEO’s financial stability, ethical business conduct, and precise adherence to both operational standards and regulatory requirements.

Total HR Management = ESAC Accredited

As a professional employer organization, Total HR Management is proud to have met the standard of ESAC accreditation. However, we understand that such an accreditation cannot answer all of your questions. Moreover, as a specific company in a specific industry, we understand that you have questions of your own.

If you want to know more about working with a PEO and ask those questions, you should contact Total HR Management today. Please call (800) 975-5128 to access the answers that you need to move forward.

 

 

No Legal Advice Intended: This blog includes information about legal issues and legal questions.  Such materials are for informational purposes only and may not reflect the most current legal developments.  These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances. You must not rely on the information on this website as an alternative to legal advice from your attorney

 

 

 

 

 

5 Things Great Bosses Never Say When Managing Employees

As a company owner or top executive, managing employees positively and efficiently can be a real challenge. Although you might be at the top of the proverbial ladder, you also are a human being, susceptible to frustration, insecurities, and bad moods. However, there is no reason ever to let these human weaknesses undermine your ability to manage your employees.

Managing Employees Effectively

Being a company owner or top executive, managing employees effectively means providing them with the tools and support they need to accomplish their jobs done. By avoiding the five things not to say to your employees below, you can help optimize your management capabilities. After all, your employees don’t know what you’re thinking. They only experience what you express to them, so your expression needs to be precise.

managing employees

What Never To Say When Managing Employees

For example, when managing employees, are you saying what you mean? You have to make sure that your comments do not hurt your company by damaging employee morale or undermining confidence in you and your company. In today’s competitive economic climate, can you afford to hurt your business for the wrong reasons?

As a professional employer organization (PEO), Total HR Management understands the importance of effective management techniques. We also know that such techniques always begin and end with communication. As a result, to improve your communication skills when managing employees, below are five phrases that company owners should avoid at all costs when managing employees.

5 Things Great Bosses Never Say

1) “You don’t need to understand the reasons behind our decision. You just need to trust that we know what we’re doing.”

Such an approach makes employees feel small and undervalued. Trust comes with confidence and making an employee feel part of both the microcosm and the macrocosm of the company. Explaining decisions is not that difficult and fosters investment in a company’s overall mission.

2) “We’ve tried that approach before. Why are you wasting our time?”

Nobody can reinvent the wheel and the majority of ideas that employees share most likely have been thought of before or even tried before. However, when you tell an employee, “We already knew that” or “We already tried that,” you shut them down and make them gun shy. They will not be willing to take another stab at a problem because they will fear being shut down again. Take a different approach and be supportive. A more practical approach is saying, “It’s interesting that you brought that up because we considered that approach before. It didn’t necessarily prove to be effective, but you are on the right line of thinking.”

3) “I’m not happy with your behavior. You are letting the team down.”

Do not treat your employees like children. Infantilizing them is a big mistake because it drains their confidence and fosters lingering resentment. Instead, think about how you would like to be spoken to and take this empathetic approach. Everyone desires specific and constructive feedback. If you are not happy with their behavior, explain why and give particular examples. Then show an employee what a positive alternative would look like and encourage them to go in that direction.

4) “You’re lucky to have a job.”

Let’s take the hypothetical situation where you face an employee as a manager who is displaying a negative attitude about taking on additional work. Such a demeaning reaction only entrenches the employee’s negativity. Also, you provide them with the motivation to prove you wrong and find another job. Instead of playing a game of one upmanship with the employee, ask questions about what is going on and why they are resistant to the added workload. Moreover, explain to them that, as a manager, you understand their capabilities and you would not give them more than they can handle.  Hopefully, you can find a proactive and positive way to resolve the situation at hand.

5) “John Doe and I have worked hard on this presentation for you.”

It tends to be a mistake as a manager to take credit for an employee’s work in a meeting or public setting. By claiming you are responsible for work done by your team, you are undermining their efforts. It is never a good move to demoralize an employee to boost yourself as a manager. Instead, praise the employees work. The excellence of their work will shine back on you as the manager of the team. A good manager knows the importance of sharing the spotlight.

Total HR Management Can Help

Total HR Management wants to help you succeed as an executive managing your employees and helping your company to succeed. Our talented HR managers can help offer solutions that work for your company. If you have questions about what to do at your company, please call Total HR Management at (800) 975-5128 today to set-up an HR audit.

 

No Legal Advice Intended: This blog includes information about legal issues and legal questions.  Such materials are for informational purposes only and may not reflect the most current legal developments.  These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances. You must not rely on the information on this website as an alternative to legal advice from your attorney or other professional legal services provider.

3 Strategies For Making High Employee Performance An Integral Part Of Your Company Culture

As a manager or executive, you want to make high employee performance an ongoing part of your company’s culture. By fostering high employee performance, the return on the effort involved is manifold.  When your employees perform at a high level, your bottom line increases and your company grows. Moreover, when employees experience such positive performance results, they tend to be happier with their jobs. Across the board, high employee performance is a bonus for everyone.

Fostering High Employee Performance

high employee performance

Fostering High Employee Performance

As a professional employer organization (PEO), Total HR Management knows the importance of high employee performance. Many of our client companies look for such employees in the recruitment and selection process. When it comes to staffing and hiring new employees, you hope to find an employee that will perform at a high level. Nevertheless, if such high employee performance is not supported by your company’s culture, it very well could fall by the wayside. Thus, you need to make high employee performance an integral part of that culture.

Below are three strategies that can be used by managers and executives to foster the values and the ongoing motivation that help employees succeed. After all, high employee performance ultimately is about success. By creating a company culture that motivates employee while helping them to succeed, you will be helping your company

Three High Employee Performance Strategies

1) Take Advantage of Experience

By making employees part of the performance process, you take advantage of the experience of your employees. Often the difference between high employee performance and run-of-the-mill employee performance is a lack of experience. By letting employees in on the process, you allow them to share their experience and help their fellow employees succeed. They need to give and receive feedback about performance because they have the experience required to overcome hurdles and obstacles.

For example, a barrier to high performance can be overcomplicating work processes. More experienced employees might have learned how to simplify work processes. When it makes good business sense, such simplification can generate and maintain high employee performance. A key element of high employee performance is moving beyond the bureaucracy of the office and into the actual work that results in productivity and profit.

2) Emphasize Coaching

The second strategy actually goes hand-in-hand with the first. Your company can help managers by training them in how to coach employee for success. Such training can institutionalize employee coaching and empower managers. Once trained, managers also need how to show employees how to coach each other. Once again, this is taking advantage of a wealth of experience.

Most importantly, coaching should not be only focused on an employee performing poorly. Although poor performance requires coaching, it should be the exception and not the rule. Rather, managers can foster a high performance level by praising employees doing well and showing them how they can do even better. The best coaching builds on success by teaching methods to bring about even greater success. Such a strategy is a true win-win because it works for everyone involved.

3) Access the Latest Technology

When it comes to technology in the 21st century, you company needs to stay on the cutting edge. You can help generate high employee performance by providing your employees with the latest in your industry’s technological breakthroughs. Such technological breakthroughs are the tools of high employee performance.

At the same time, please don’t only provide them with the latest technology. In addition, you need to provide employees with the training needed to use that technology well. A barrier to high employee performance is when employees pretend to know that they know what they’re doing with cutting edge tech. Training removed this problem by making sure that they really do know what they’re doing.

Total HR Management Can Help

It is natural to want high performance from your employees. Wanting, however, is not the same as creating a company culture that fosters high employee performance. To learn more about fostering high employee performance, please contact Total HR Management today. Call (800) 975-5128 today to access the help your company needs to succeed.

 

 

No Legal Advice Intended: This blog includes information about legal issues and legal questions.  Such materials are for informational purposes only and may not reflect the most current legal developments.  These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances. You must not rely on the information on this website as an alternative to legal advice from your attorney or other professional legal services provider.

 

 

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