Tag Archives: PEO

OSHA Requirements Equal A 21st Century Necessity

OSHA requirements too often are ignored by small to mid-sized companies. Part of the United States Department of Labor, OSHA is an acronym that stands for the United States Occupational Safety & Health Administration. OSHA requires employers to maintain a workplace free from hazards by following established safety and health standards for workplace operations. As a professional employer organization (PEO), Total HR Management has helped many of our client companies become compliant with OSHA regulations and requirements.

The Importance of OSHA Requirements

osha requirements

Do you know about OSHA Requirements?

Although employers in many industries are exempt from OSHA’s basic injury and illness recordkeeping requirements, they still may be required to maintain records under specific OSHA requirements. Moreover, all employers must report the hospitalization of three or more employees resulting from a workplace accident or any fatalities in the workplace.

In the 21st century, OSHA requirements are not a choice, but a necessary element of ensuring your company’s ongoing success. The vast majority of employers must fill out and retain the following forms to maintain proper records and comply with OSHA regulations:

A) OSHA Form 300 — Log of Work-Related Injuries and Illnesses.

Part of the OSHA requirements, form 300 is used to record every work-related injury, including the following:

  1. Injuries that resulted in the loss of a workday
  2. Injuries that required medical treatment beyond first aid
  3. Injuries that involved a loss of consciousness, restriction of motion, or transfer to another job
  4. Any work-related condition involving a contaminated needle stick injury or cut from a sharp object
  5. Any potential tuberculosis infection
  6. Any work-related injury that downgraded an employee’s hearing test resulting in a Standard Threshold Shift in hearing

B) OSHA Form 301 — Injury and Illness Incident Report.

Part of the OSHA requirements, form 301 is used to detail a workplace injury or illness, including the following:

  1. The employer’s address
  2. A description of the incident
  3. A description and cause of injury or illness
  4. The name of the treating medical professional, physician, or hospital

C) All Employee Exposure Records

Records of employee exposure plus any resulting medical records must be maintained for all employees working in areas that may expose them to toxic substances or harmful physical agents. According to OSHA requirements, these records must be kept for thirty years.

D) All Employee Medical Records.

Employee medical records relate to the health status of an employee. They tend to be made or maintained by a physician, nurse, or another healthcare professional. According to OSHA requirements, such records must be kept for the duration of employment, plus thirty years.

OSHA Forms = OSHA Requirements

Outside of the medical and exposure records, a major part of OSHA requirements is that all these forms must be kept for five years following the year to which the record relates. Yearly updates are required to ensure accuracy. If these OSHA requirements seem overwhelming, you are not alone. Luckily working with a PEO can greatly help reduce any stress or worry about keeping in compliance.

A professional employer organization like Total HR Management will handle many of the OSHA requirements for your company, relieving you of that responsibility.  To learn more about what we can do to help your business with OSHA requirements, please call Total HR at (800) 975-5128. Once we understand what your company needs, we can help your business take the next step forward by offering you a tailored package of PEO offerings.


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.


Four Reasons Why Every Small Business Needs EPLI Coverage In 2018

Most small business owners do not understand why they need EPLI coverage in 2018. EPLI stands for employment practices liability insurance. It protects your company from potential employee lawsuits. In today’s work environment, your company is more likely to be sued by an employee than be damaged in a natural disaster. Indeed, employee lawsuits have become one of the most common disasters for small business owners in the United States.

Understanding EPLI Coverage in 2018

epli coverage in 2018

EPLI Coverage in 2018

As a professional employer organization (PEO), Total HR Management has tailored service offerings that include EPLI insurance. Beyond a standard business owner’s policy, an EPLI policy is the additional armor that small businesses need to protect themselves in the 21st century.

EPLI can cover legal defense costs in the event of an employee lawsuit. If you need to pay an employee settlement, EPLI can ensure that such a negative judgment does not bankrupt your business.

If you are still unsure about whether you need EPLI coverage in 2018 as a small business owner, let us highlight four reasons why every small business owner should have such protection:

First Reason – More Employee Lawsuits in the 21st Century

American employees are quicker to file lawsuits today than they ever have been in the past. Even if this trend is seen by many labor experts as a natural step toward better checks and balances, it is still a threat to your company. For business owners, the rising number of employee lawsuits means that EPLI coverage in 2018 is a necessity for your business.

In 2016 alone, 91,503 charges of workplace discrimination were filed with the EEOC. This is a major increase over the number of lawsuits filed the year before. In total, 2016 cases resulted in penalties and awards that totaled to more than $480 million in damages. Do you want your company to be a casualty of such financial devastation?

Second Reason – Small Businesses Targeted by Employees.

Most small business owners believe that employee lawsuits are almost always aimed at major corporations with deep pockets. However, in practice, nothing could be further from the truth.  More than four in ten employment lawsuits (41 percent) are filed against companies with fewer than 100 employees. Moreover, small and medium-sized companies in the United States (under 500 employees) have an almost 12% chance of facing an employment lawsuit claim in any given year.

Third Reason – Owners Liable for the Actions of Managers.

Most business owners succeed because they know how to run a company well and connect with their employees. However, are your managers and executives as good as you are when it comes to working with employees? Many state laws hold business owners liable for discriminatory behavior committed by managers. If an employee can prove their case against one of your managers, then you automatically become liable as well. Such an outcome is an employee lawsuit nightmare for most business owners. In such cases, EPLI coverage in 2018 can protect your company.

Fourth Reason – Employee Lawsuits Cost a Lot of Money

Employee lawsuits are expensive, regardless of the outcome. The New York Times has told the tough story of a California business owner who was sued not once or twice, but three times by employees that were claiming a variety of problems in the workplace. Each case was defended and proven to be spurious. Still, the cost of defending and settling a claim, either in court or out of court, can be anywhere from the low five figures to the high six figures and beyond. Trial cases tend to cost twice as much as settlements, even if the case is thrown out of court. As a result, EPLI coverage in 2018 is a necessity.

Total HR Management Can Help

To learn more about EPLI coverage options from Total HR Management, take the first step today. Please call (800) 975-5128 to learn more about how we can help you protect your company moving 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 or another professional legal services provider.


How A PEO Helps Ensure Small Business Success

A significant challenge for small business owners is how to ensure small business success continually. Beyond growth, a small business owner want to make sure their business is running well. Beyond worrying about increasing sales and keeping up with the competition, running a business includes so many other responsibilities and requirements. When federal and state regulations and requirements are combined, it can be downright overwhelming. Reducing such stress by saving time and capital is exactly how a professional employer organization (PEO) can help to ensure small business success.

Helping To Ensure Small Business Success

ensure small business success

Ensure Small Business Success

A PEO helps to ensure small business success by helping business owners gain freedom from busy work. As Total HR Management has emphasized for years, we allow a small business owner to work on their business as opposed to in your business. How can a small business thrive if the person responsible for growing is to business is too busy to do it?  No small business owner is adding to their bottom line by sitting at a desk and shuffling papers.

The goal of a PEO is to take the busy work out of the hands of small business owners, thus providing the freedom to thrive. Many small business owners take pride in being able to wear all the hats and do all the jobs needed to allow their business to run. However, if you are spending so much time switching hats, always focusing on the next regulatory requirement like a frog jumping from lily pad to lily pad, eventually you are going to end up getting wet. Instead, why not allow the HR managers at a professional employer organization to provide the HR services that you need to ensure small business success.

PEO Services Focused On Business Support

Effective PEO services are designed to help small businesses run more efficiently. Failing to outsource such HR services undermines the success of a small business. There is a reason that the most successful business owners in the world know how to delegate. Would Bill Gates have been able to develop and evolve the Windows platform if he had been worrying about EPLI insurance and benefits administration? Indeed, as opposed to falling into the trap of not delegating, the most intelligent small business owners know how to choose the right people to do the distracting busy work.

At the same time, the vast majority of small businesses cannot afford to have an HR department or hire a full-time HR person. Such expenditure does not make sense when capital is tight, and investment in ongoing growth is needed. As a result, a professional employer organization provides the perfect answer to this problem. We help to ensure small business by allowing your company to outsource HR services and tailor a package to your specific needs. We evolve with your company, providing what is needed as you continue to grow.

Finally, another essential reason to consider HR outsourcing with a professional employer organization is keeping your small business in compliance. From safety to healthcare, keeping track of all the 21st-century compliance requirements and regulations is overwhelming for even the most capable small business owner. A PEO covers such compliance issues, making sure that your company stays on the right track. We help ensure small business success by making sure that a growing company avoids the pitfalls of compliance errors and mistakes.

Total HR Management Can Help

As a professional employer organization, a base goal of Total HR Management is to help ensure small business success. Once again, we want to make sure that you have the time to work on your business as opposed to in your business. To learn more about a tailored package of PEO services to cover your company’s HR functions, please contact us today by calling Total HR Management at (800) 975-5128.


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.

Workplace Diversity And The Future Of Your Company

Workplace diversity goes well beyond the traditional categories of race or gender. Indeed, as a professional employer organization (PEO), Total HR Management has experienced firsthand the modern nature of workplace diversity across the American landscape. Today’s workplaces celebrate diversity by bringing together people of different ages, ethnicities, education, income levels, and physical abilities. Although such a celebration reflects the very ethos of the American dream, it also leads to certain difficulties.

As Josh Greenberg describes in his paper on “Diversity in the Workplace: Benefits, Challenges and Solutions, “Workplace diversity refers to the variety of differences between people in an organization. That sounds simple, but diversity encompasses race, gender, ethnic group, age, personality, cognitive style, tenure, organizational function, education, background and more.” Such workplace diversity needs to be addressed.

The Challenges of Workplace Diversity

workplace diversity

The Challenges of Workplace Diversity

Such difficulties arise in the context of sharing ideas, working on group projects or communicating effectively with our co-workers. When diversity is not recognized and valued, it can lead to problems like resentment, low morale and the siloing of employees. In contrast, a focus on mutual respect can turn workplace diversity into a valuable asset that greatly benefits a company. Indeed, workplace diversity can lead directly to a strengthening of a company’s culture and a boosting of overall productivity.

The best way for employees to embrace workplace diversity is by encouraging ideas that may arise from different value systems and life experiences. Since every employee is unique, each person brings his or her values and life experiences to work. By respecting different viewpoints, an organization can gain insight into an understanding of these values. They can even improve their ability to adapt to changing marketplaces. After all, the face of the modern consumer is more diverse today than it has ever been in the past.

In the context of a company and the needed teamwork between employees, different viewpoints can help new ideas to the table. Rather than be threatened by workplace diversity, managers can see it as an opportunity to learn and grow. Like the Chinese character for “crisis” that also implies an opportunity, workplace diversity can contribute to a positive updating of your company’s take on the 21st-century global economy.

Workplace Diversity Begins With Respect

If differences are respected and recognized in a company, then employees become more comfortable with sharing ideas and offering new solutions. Although the wheel does not need to be reinvented, approaches to new marketplaces and the ongoing adaptation to changing consumer trends can greatly benefit from workplace diversity. It begins with genuine respect between and for employees.

By joining the team concept with an inclusion plan that prioritizes workplace diversity, your company can thrive not only within but without as well. Workplace diversity opens the door to an ongoing evolution within and without a company. Such an evolution truly reflects the changing face of today’s dynamic economy.

As the majority of managers know from experience, teams within a company work best when members feel valued. When a company team is comprised of a group that includes different ages, races, education levels and background workplace diversity needs to be addressed. However, rather than see this necessity as a hindrance, managers need to learn how workplace diversity can be a productive and profitable benefit.

By engendering a foundation of respect, team members will feel comfortable across the board. Indeed, when employees are more open-minded, they also tend to be more productive and better able to deal with challenges when they arise. By avoiding siloing, workplace diversity allows for a company to thrive as an integrated unit. A PEO can help institute such a change through an optimized workplace diversity program.

Optimized Workplace Diversity Programs

An optimized workplace diversity program begins with a foundation of policies and culture that promote diversity. For example, the mission statement of a company should include a nod to workplace diversity. By making workplace diversity part of a company’s core, it will flow outward from the center and become part of each team and each department.

In the 21st century, Total HR Management has found that fostering the values and experiences of a diverse workforce is no longer a choice. As a professional employer organization, we are clear with our client companies. Given the face of today’s America, workplace diversity is a necessity. By encouraging and recognizing workplace diversity from the bottom to the top of your company, you can ensure that unneeded difficulties are avoided.

To learn more about how Total HR Management can help address questions in regards to workplace diversity, please call us today at (800) 975-5128 to set-up a consultation.


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.

Twelve 2018 HR Trends To Help Your Company (Part 1)

2018 HR trends are important to follow and potentially implement to ensure the ongoing health of your company. Every year, Total HR Management provides a year-end list of the percolating HR trends that are about to finish brewing and are almost ready to be served as a wake-up call. Beyond helping us to continue to provide quality service for our company clients, being aware of the 2018 HR trends helps us to stay a step ahead of the competition. As always, our goal as a professional employer organization (PEO) and human resources outsourcing provider is to offer needed services that are both useful and affordable.

2018 hr trends

2018 HR Trends

Since the rise in new technologies and the ongoing evolution of business models in the 21st century economy have accelerated the pace of change, the single article of past years is being divided this year into three parts. The 2018 HR trends that are now on the near horizon are multi-dimensional and cover a wide range of human resources optimization, employee administration, and business management. Through a quick look at each of these trends, we want to let our client companies develop an awareness of what could be coming down the line. Moreover, such trends might also strike a chord, making you realize what is needed to help your company continue to succeed moving forward.

Twelve 2018 HR Trends (1-4)

1) A Shift from Individual Development to Team Development

Although human resources have been focused in the past decade on the development of employees as individuals, there is a definite shift towards the development of the team model. The reason for the previous focus on the individual was a belief that it aided in the recruiting of employees, their ongoing development in their specific roles, and the effective assessment of individual performance. As opposed to this emphasis, the shift in 2018 HR trends is an emphasis on the development of each employee as effective members of a greater team.

As a result, the question is no longer how to adapt the team to the skills of a new employee but how to find employees that effectively fit into the existing team, improving what is already present without causing unnecessary disruptions. In order boost the present team by adding a new employee, a greater understanding of what makes a great team is needed.

How does a great team work together and deliver outstanding results for your company? 2018 HR trends begin with a manager’s ability to develop and strengthen the most productive and profitable teams within your organization. How do you turn such a logical goal into a working reality?

2) Wellness Goals Extend Beyond the Office

A focus on promoting wellness within the office has been a huge goal of 21st century HR efforts. 2018 HR trends will see this goal shift from inside the office to outside the office as well. Given the value of each employee having a sane work-life balance, new policies are being put in place to safeguard employees beyond the context of the office. For example, limits on the checking of emails during paid time off (PTO). Too many employees act like they are still on the job while on PTO.

Moreover, wellness programs that extend beyond the office can make PTO less stressful and more relaxing. By offering to share in the cost of dues to fitness clubs and spas, a little investment can go a long way. Debt management programs that remain anonymous also can help promote wellness by relieving stress.

Employees secretly struggle with many difficult life issues. The goal of wellness programs beyond the office can be to encourage effective stress management by supporting such struggles. Rather than hide their difficulties outside the office, wellness programs can help employees admit and effectively manage such challenges.

3) Working with Bots, Chatbots, and Artificial Intelligence

Perhaps the biggest of the 2018 HR trends will be the rise of bots, chatbots and the use of artificial intelligence to improve productivity and speed up massive amounts of busy work. Many companies already are using organizational bots fueled by artificial intelligence to help them manage the vast amounts of paperwork that go hand-in-circuit with talent acquisition, employee tracking, and benefits administration.

Many big companies receive hundreds, if not thousands of resumes for each job opening. Managing all this paperwork, even when its virtual in the form of emails and a variety of attachments, can bog a company down. Bots can help execute these tasks with impressive speed and precision, archiving and storing thousands upon thousands of HR documents.

Although organizational bots are fueled by artificial intelligence, the classic understanding of artificial intelligence is more apparent in the rise of chatbots. Marketers and promoters are using chatbots to deliver personalized experiences online. When it comes to HR within a company, chatbots can provide for the automation of tasks such as asking interview questions, finding matching candidates on social networks, scheduling meetings, and much more.

As an AI-powered virtual personal assistant, chatbots can help your company precisely accomplish goals without worrying about sick days or human error. If the programming is precise, the AI chatbot will do its job exactly as programmed 100% of the time.

For example, if you detail the questions needed for an initial interview with a flood of potential job candidates, chatbots can now handle the challenge of video interviewing. Imagine questions that are designed to elicit specific yes or no or multiple choice answers in an initial interview. Such interview data can then be analyzed by the AI technology at the heart of a chatbot. With the results of these initial interviews measured against a paradigm of ideal responses decided upon by the needs of your organization, candidates that do not fit in with the acceptable model easily can be weeded out.

4) Continued Rise of Flexible Working Arrangements

In the past two decades in the United States, the percentage of employees who have worked at least partially by telecommuting has quadrupled and now stands at 37%. Flexible working arrangements and work at home options have gone hand-in-hand with the rising importance of virtual private networks and online technologies. Given the free offerings of Google Hangouts, Skype, and other online meeting offerings, such flexible working arrangements can be met while also maintaining the presence of and communication between employees and managers.

Casual Fridays are now being replaced by work-at-home Thursdays and other flexible work arrangements that meet the needs of your employees. Work-at-home Mondays and Fridays are not recommended because they end up opening the door to extended weekend breaks. The goal of flexible working arrangements is to make sure that the work is actually accomplished. Once correctly instituted, however, flexible working relationships have been shown to increase employee morale, engagement, and commitment to your company.

Rather than hurting productivity and profitability, companies that have intelligently implemented flexible working arrangements tend to see improved performance from employees combined with a greater appreciation for the company. Moreover, breaking up the work week helps the employee to tend to personal needs and schedule a wealth of needed appointments outside of the office.

Since all the current research shows that happier employees perform better and tend to stick around longer, flexible working hours and arrangements where employees can work from home are a win-win situation for most companies. Such flexible working arrangement also seems to improve the performance of employees when they are actually present inside the office.

2018 HR Trends = The Future Success of Your Company

By knowing 2018 HR trends, you can help to ensure the future success of your company. In the second part of this article, we will examine the next four 2018 HR trends. However, you can take effective action for your company today. By taking the first step and calling (800) 975-5128, you could help your company on its long-term journey of sustainable success.


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


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