Finding the right talent is crucial for a company of any size. However, errors can be minimized by using a professional recruiter. Small company owners often think that professional recruiting is out of reach, and focus their efforts on recruiting talent themselves. Even the smallest companies can benefit from seeking out professional recruiters who will put the best talent within their reach.
The United States Citizenship and Immigration Services (USCIS) recently released a newly revised Employment Verification Form (Form I-9). All employers are required to complete the I-9 to verify the identity and employment authorization eligibility of their employees. Employers must use the new Form I-9 beginning on January 22, 2017.
The new version of the form includes a number of important changes designed to make the form more user-friendly. Most significantly, the changes will create a ‘smart’ version of the form that can be accessed and completed on the USCIS website.
Business owners and executives – we’re all dreaming of what lies ahead in 2017, but have you completed all you need to successfully end 2016? Check out this quick video blog to find out what 4 HR things you should not forget!
One of the most important forms you fill out when you begin a new job is a W-4. If you aren’t required to fill one out – get worried. You may not be getting paid! Other times you may opt to complete a new W-4 include a change in marital status, a new child or dependent or a significant pay increase or decrease.
What is the W-4 Form?
The W-4 form, provided by the Internal Revenue Service (IRS), is a form submitted to your employer so they know how much federal tax to withhold from your paycheck. The form, illustrated below, will document the number of exemptions you would like to claim.
Toxic employees, while representing only a small percentage of the total workforce, do indeed exist. In fact, according to Cornerstone On Demand’s 2015 study, “Toxic Employees In the Workplace: Hidden Costs and How to Spot Them,” of 63,000 employees, approximately 3 to 5 percent of those employees met the criteria for being disciplined as a “toxic employee.” Furthermore, the presence of one bad apple can cause the entire team’s performance to drop by 30% to 40%. With such a drastic impact on the work environment, toxic employees can create an incredible burden to your staff and your organization.
Is it your imagination, or are they really toxic?
In his book The People Factor, Van Moody, a relationship expert, compiled the following checklist to determine if someone was a toxic colleague:
Emergency Injunction Granted
A federal district court temporarily blocked the U.S. Department of Labor’s (DOL) November 22, just days before it was scheduled to take effect.
At the request of 21 states, the U.S. District Court for the Eastern District of Texas granted an emergency injunction request, halting the regulations that would have required employers to pay overtime to anyone earning less than $913 per week (which amounts to $47,476 annually) beginning December 1. The plaintiffs alleged in a lawsuit that DOL had overstepped its authority and they requested an emergency injunction, arguing that the public interest necessitated a nationwide preliminary injunction.
For now, the overtime rule is suspended. The DOL is currently considering its legal options and it could be days or weeks before the court takes further action. Among other possibilities, it could issue a permanent injunction. Unless a court takes further action, employers do not have to comply with the rule come December 1st.
For more information visit TandemHR.com or call 630.928.0510.
Effective January 1, 2017, employers that partner with a Professional Employer Organization (PEO) to outsource payroll and benefits administration will have additional protection with the Small Business Efficiency Act (SBEA). Companies working with a PEO that become a Certified Professional Employer Organization (CPEO) with the Internal Revenue Service will experience benefits beyond those they naturally get from a PEO business relationship.
How can this new law benefit your small business?
Peace of mind
The certification is completely voluntary. If your PEO becomes a CPEO, you can rest assured they’ve met specific background and experience requirements, satisfy financial metrics and independent audit standards and maintain certain contractual conditions with their clients.