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Tag Archives: FLSA

How A PEO Can Help Your Company With Employee Safety And Health Compliance

employment safety and health compliance , esh, peo

Employee Safety And Health Compliance (ESH) has evolved into one of the most complex compliance issues for businesses. A professional employer organization (PEO) can help your company ensure that safety awareness does not become a problem. Safety awareness compliance is also directly connected to workers compensation claims. Such compliance is linked to a number of regulatory issues and requirements, including:

  1. Americans with Disabilities Act (ADA)
  2. Fair Labor Standards Act (FLSA)
  3. Affordable Care Act (ACA)
  4. Occupational Safety and Health Administration (OSHA)

As a PEO, Total HR Management understands if the above list is intimidating, particularly in light of all of the posting requirements. Such posting requirements of the above federal acts do not even include the required postings and regulations of individual states. California is particularly challenging in this regard. The HR managers at Total HR Management can help ensure this does not become a problem for your company.

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How A PEO Helps With Worker Classification And Independent Contractor Compliance

Worker Classification, Independent Contractor Compliance

Independent Contractor Compliance

Do you know how a professional employer organization (PEO) can help you your company with the challenge of worker classification and independent contractor compliance with the IRS? In this compliance series, Total HR Management outlines why your company should work with a PEO. The goal of working with a PEO is to relieve the HR administrative pressure. In light of the Affordable Care Act, the proper designation of employees and independent contractor compliance has become more challenging and more important than ever before.

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Eleven Compliance Issues And Workplace Challenges That Show Why Your Company Should Work With A PEO (An Introduction)

compliance

Challenges of 21st Century Workplace

Total HR Management is starting a series of blogs about the 11 compliance issues and workplace challenges that show in detail why your company should work with a PEO. The goal of working with a professional employer organization is to take the human resources and administrative pressure off of your back. Total HR wants you to be able to do what you do best: Work on the productivity and profitability of your business and not in the labyrinthine bureaucracy of your company.

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Total HR Questions & Answers #9: Can A Professional Employer Organization Help My Start-Up Get Off The Ground By Managing HR Requirements And Compliance Needs?

When it comes to managing HR requirements and avoiding non-compliance issues, start-ups are often hurt by failing to cover the bases due to time pressures and lack of experience. In Total HR Questions & Answers, our PEO (professional employer organization) experts provide answers to questions posed in the present and the past by the management teams of our client companies. The eighth question in this ongoing series asks whether or not a start-up company should work with a Professional Employer Organization (PEO).

Question About Managing HR Requirements For Start-Ups:

If I think I need to use the time spent managing basic human  resources and payroll needs more efficiently while protecting my start-up from non-compliance problems, should I do that by working with a Professional Employer Organization (PEO)?

Answer About Managing HR Requirements For Start-Ups:

Is there anything more challenging than starting up a new company in a competitive economic climate? As an entrepreneur, you want to focus on establishing and growing the business of your business as opposed to being caught in the web of your internal company affairs.  By using a Professional Employer Organization (PEO) to outsource human resources services like payroll processing and benefit programs, you can help position your start-up for success.

professional employer organization

All Startups Need HR Help

When it comes to benefits, taxes, payroll, EPLI, and additional HR services, a PEO can serve as a shield for your start-up against the threats of noncompliance with state and federal regulatory requirements and other HR challenges. By teaming with a respected PEO with a proven track record like Total HR Management, you can trust us to keep up-to-date with laws and regulations as they evolve and change. A PEO provider also will audit your current employee practices and pay methods in order to ensure that you are in compliance with the Fair Labor Standards Act.

Helping A Start-Up

If you have a start-up company and you are worried about HR requirements and compliance issues, working with a Professional Employer Organization is a smart step to take. A PEO like Total HR Management tailors its service packages to provide you only with the services your start-up actually needs. If you have any questions about how a PEO can help your start-up prosper, please contact Total HR Management for help by calling (800) 975-5128 or emailing our human resources outsourcing experts at info@totalhrmgmt.com.

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.

 

The Total HR Management Guide On How To Comply With The Affordable Care Act’s Exchange Notice Requirements

The Affordable care Act’s exchange notice requirements for employers are not an option. The Patient Protection and Affordable Care Act (PPACA) has amended the Fair Labor Standards Act (FLSA) to require employers of all sizes to provide their employees a notice of the availability of coverage through public health insurance exchanges. The original deadline was in March of 2013, but the U.S. Department of Labor, the agency charged with administering the FLSA, announced a delay in the effective date of the notice to October of 2013.

In an article about Technical Release No. 2013-02 by the Labor Department, the National Law Review explains the details about the FLSA exchange notice requirement. The effective date is now October 1, 2013 for current employees or within 14 days of an employee’s start date for new employees. Although enforcement of such requirements have been limited, Total HR Management believes that all employers should make sure to provide the following information to their employees immediately.

The FLSA exchange notice about PPACA must include the following:

  1. Be in written form in a manner calculated to be understood by the average employee
  2. It must meet basic requirements of accessibility and readability
  3. A description of the existence of, and services provided by the new public exchanges
  4. An explanation of how the employee may be eligible for a premium tax credit or a cost-sharing reduction if the employer’s plan does not meet certain requirements
  5. Inform employees that if they purchase a qualified health plan through the exchanges, then they may lose any employer contribution toward the cost of employer-provided coverage
  6. Inform employees that all or a portion of the employer contribution to employer-provided coverage may be excludable for federal income tax purposes
  7. Include contact information for customer service resources within the local exchange, and an explanation of appeal rights

The Department has provided two model notices — one for employers who offer a health plan to some or all employees and another for employers who do not. The model notice for employers who offer a health plan includes two parts. Part A (entitled “General Information”) tracks the requirement of the statute. Part B (entitled, “Information About Health Coverage Offered by Your Employer”) solicits information about the employer’s group health plan coverage.

Part B includes an optional section that asks the employer to disclose whether the health care coverage offered meets the minimum value standard and whether the cost of coverage is intended to be affordable. While not required, employers may decide to complete this part of the notice in order to avoid having to respond to inquiries from exchanges seeking to process an individual’s application. Total HR Management provides our clients with such notices so they don’t have to worry about any of these bureaucratic requirements.

ACA Exchange Notice Requirements

exchange notice requirements, aca, affordable care act

Exchange Notice Posting Requirements No Joke

The Affordable Care Act does not appear to impose any separate penalty for ignoring this exchange notice requirements at this time. The FLSA authorizes administrative actions, civil suits and criminal prosecutions for violations of pre-existing FLSA sections. Total HR Management believes that noncompliance is not a good idea for any business or even a viable option. A lack of penalties does not translate into a lack of consequences. When it comes to dealing with federal requirements, it is better to be safe now than to be penalized later.

If you have any questions about PPACA exchange notice requirements, please contact Total HR Management for help by calling (800) 975-5128 or emailing our human resources outsourcing experts at info@totalhrmgmt.com.

 

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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