Does it seem as though you have two jobs?

StaffScapes gives you the freedom to focus on what you do best; growing your business. As a Professional Employer Organization (PEO) we take legal responsibility for a large part of your day-to-day duties letting you concentrate on your core business.

Between running your business and keeping up with ever-increasing administrative responsibilities, you may feel that you actually do have two jobs. Now imagine having only one job. For more details on how a PEO can make your business run better contact StaffScapes, Inc. 303-466-7864 or info@staffscapes.com.

11,364.  That’s the number of new charges that were filed regarding Sexual Harassment with the EEOC (Equal Employment Opportunity Commission) in 2011.  Of the 11,364 cases, 16.3% were filed by males. In 2011,the EEOC paid out $52.3 million is monetary benefits to claimants, and this number does not include awards provided through litigation.  
 

During the past year, the EEOC resolved 12,571 cases and settled 1,367 that reflected current as well as pending cases from previous years.  How did the cases last year resolve?  761 were found to be credible while 6,658 were closed citing no reasonable cause.  1,150 resolved their claims with benefits and 2,635 were closed by Administration. Conciliations, both successful and unsuccessful resulted in 761 of total claims.  In total, 205,996 cases have been filed since 1997. 
 

Keep in mind that these numbers only reflect cases that are filed with the EEOC.  There are thousands of situations that occur in which the victim does not report the incident nor feels safe in informing others of the occurrence.  Sexual Harassment is just one of the many forms of unwanted behaviors towards employees and in some cases employers.  It is also preventable. At StaffScapes, we encourage you to create a policy detailing a no tolerance stance on Sexual Harassment and indicate the consequence for this non-accepted behavior can and will include corrective action up to and including termination. We also recommend providing training sessions with all employees so they can better understand the policy and how Sexual Harassment is defined in the workplace.
 

Should an issue with Sexual Harassment lead to corrective action and or termination, StaffScapes has written a whitepaper to provide some direction.  Our “Avoiding a Termination Lawsuit whitepaper” can be a great resource to answer some general questions.  
 

To learn how this and other suggested and required policies can be implemented within your workplace as well as how StaffScapes can help you with your Human Resources, please call us at 303-466-7864 or info@StaffScapes.com.   StaffScapes is a Professional Employer Organization that has been serving small businesses since 1996 with all of their human resource and payroll requirements, including areas such as workplace safety, benefits, employee relations, payroll and workers’ compensation. 

Source: EEOC

Many businesses today do not know what is required of them and many do not know the degree of fines that could be leveled upon them if they are not compliant.  Did you know that posters must be visible in a common area where employees will visit frequently? For example, the break room or by the time clock. If your business has multiple locations or operates on several floors, each requires their own set of posters to be easily viewed and accessible. Where applicants apply for employment, the FMLA (Family Medical Leave Act), EEO (Equal Employment Opportunity), and EPPA (Employee Polygraph Protection Act) posters are required to be posted as well.

What about other languages in addition to English? Posters are not required to be in another language unless your business employs a non-English speaking workforce.

What are some of the fines for not having or not updating required posters and not adhering to their policies?

• Not posting the OSHA Job Safety & Health poster can get you a fine of $3,000-$7,000 per violation.
• Federal FMLA (employers with 50 or more employees) non-compliance gets you a fine of $100 per offense.
• Violations of the Fair Labor Standards Act, (Minimum Wage) are up to $10,000 per violation.
• Violations of the Employee Polygraph Protection Act could result in you having to appear in court and pay a penalty of up to $10,000 per violation.

Can you afford to not be compliant? Here at StaffScapes, one of the benefits that we provide our clients includes a ring you can hang on the wall of all required posters as well as updates mailed as soon as new laws are passed that dictate changes.

For an updated list of all required posters, including the FLSA (Fair Labor Standards Act), FMLA (Employee Rights and Responsibilities under the Family and Medical Leave Act) and the EEO (Equal Employment Opportunity is the Law), please visit our website for links to required posters.

Are you organized, able to multitask, excellent dealing with people and have benefits experience?  Do you know what ERISA, HIPAA, COBRA, Medicare, FSA, FMLA and 401k stand for and the laws that surround each?  If so, send us your cover letter and resume for consideration as we are currently hiring a full-time Benefits Specialist for our Westminster office. 

StaffScapes is a Professional Employer Organization or PEO that provides small and mid-sized businesses with an integrated suite of services including HR administration, compliance management, safety and risk management, payroll and tax administration and employee benefits.  The selected candidate will coordinate benefits for multiple clients in various industries and will be responsible for:

• Administrating Benefits programs including medical, dental, vision, life, disability, AFLAC, FSA, HSA, HRA and 401K, to include enrollments, premium collection, changes, terminations and additional requests
• Assisting all levels of employees with benefit related issues
• Processing COBRA, State Continuation, and Medicare notices and administer enrollment and collection of premiums
• Calculating premiums, establishing payments or deductions, preparing invoices for payment and reconciling payments
• Coordinating enrollments and employee benefit presentations with the ability to explain plan summaries, policy detail and plan changes to large and small groups
• Creating and maintain benefit plan package presentation materials
• Evaluating and comparing benefit options with existing plans, researching the market and recommending plan selections. Customizing insurance programs to suit large and small groups
• Communicating with multiple insurance carriers in regards to a variety of different plans and groups
• Communicating with other insurance agents regarding group plan information and renewals.
• Attending meetings, seminars and programs to learn about new products and services, learning new skills and receiving technical assistance in developing new accounts.
• Composing communication materials for employees regarding changes in benefits, law changes, informative piece, in the form of mailings, blogs and enrollment materials
• Providing support on issues pertaining to 401k plans including set up, enrollment, rollover, loans, hardship withdrawals, final distribution and audits
• Ensuring full legal compliance with federal, state and local regulations related to benefits, including ERISA, HIPPA, COBRA and FMLA
• Arriving to work, meetings and educational seminars in a timely manner
• Complying with the safety manual and OSHA
 

If you have 2-3 years of benefits experience, can work with all levels of an organization, from its employees to the CEO, are proficient with Microsoft Office and able to maintain a high level of confidentiality, apply today.  Human Resource experience is a plus and the ability to obtain Health/Life Insurance License within 90 days if not already licensed is required. Email jimt@staffscapes.com.

Attention StaffScapes Clients, OSHA Form 300A have been sent to all clients that had employees with StaffScapes during 2011.  This summary page needs to be posted from February 1st to April 30th, 2012 at each worksite.

The OSHA 300A is a log that provides a summary work-related injuries and illnesses that includes the number of injuries, days away from work, and types of injuries or illnesses.

If you have not received your log please contact the Safety Coordinator today to get a copy of your log.  If you would like more information on the OSHA log or Workers Compensation administration please contact StaffScapes at 303-466-7864.
 

As 2011 draws to a close, we wanted to remind you that beginning this Sunday, January 1, minimum wage increases for all employers who have minimum wage earners on their payroll.  Colorado’s minimum wage will increase 28 cents from $7.36 per hour to $7.64 per hour as a result of a state law that links annual wage to cost-of-living fluctuations known as the CPI or Consumer Price Index. 

Prepare now for this update to make 2012 start off right.  If these tasks and other Human Resources and Payroll needs have become a burden, please contact us at 303-466-7864 to learn more about how we can help you free up much needed time, increase profit and ensure your business is compliant and protected.

Tis the Season!  And with the Season, we often find ourselves a little extra stressed out.  Be it from the inability to find the perfect gift or the extra workload to close out the year, we can all use just a little break.  So, with that in mind we wanted to offer a little holiday cheer.  So, we’ve taken the team Santa has assembled and compared it to the personality types we often find working with us on our teams.  Can you pick out your Prancer?

Dasher – The fastest reindeer in the bunch.  He leads the pack and is considered the “go to” guy.  Your Dasher is probably the first to arrive at work and the last to leave. 
 

Dancer – Elegant and graceful, even in high pressure situations, Dancer  can be counted on to smooth over any difficult situation.  The Dancer on your team is most likely your spokesperson and the person you turn to to diffuse a potentially volatile situation.
 

Prancer – Have you ever seen a Buck in its herd?  Standing tall and very proud, he is a picture of strength and holds the team together.  He is the glue and within a quality organization will often be the team leader or manager.
 

Vixen – The name says it all.  This popular reindeer has quite the personality and has the enviable ability to appeal to all groups of people.  Everyone likes Vixen.  She is the one that can get you to agree to plan the company softball tournament even when you hate sports.
 

Comet – Like the planet, Comet has a quiet strength and is dependable, but is often found in the background.  He is only around others for a short time.  He  shines when near his power source then disappears just as quickly as he appeared. Comet knows what his job is, gets it done and moves on.  Your Comet is probably in a back office and forgotten about until the Seventh inning stretch when his skills are critical to the success of the operation.  
 

Cupid – Who doesn’t love a little Cupid?  Always sweet, full of love and kindness, Cupid makes even the most difficult hours of delivering gift after gift an enjoyable activity.  You’ll find this person giving out motivational quotes, sending a note just to say hello and looking out for the well-being of everyone on the team. 
 

Donder – It takes a lot to impress Donder or change his mind.  He has a goal in mind and nothing or no one can derail his progress.  He doesn’t need nor does he want “fluff or fun.”  Just get the task done and move on.  This Type A personality is obvious in the co-worker who resists change and isn’t always up for team activities.
 

Blitzen – Blitzen concentrates on the goal.  He breaks through all obstacles and oppositions with power and speed.  Nothing will block him from the task at hand.  The Blitzen on your team is most likely your best negotiator.
 

Rudolph – Impressionable and looking for support, Rudolph is the youngest and most innocent of all.  But when asked to step up, he is always willing to take the reins and get the team where they need to go.  Perhaps your intern, mold and shape them with great leadership and this person will grow to one day be your Dasher or Dancer.

On December 12, 2011, the Internal Revenue Service announced that the standard mileage rates for business will remain unchanged from the mid-year adjustment for 2012.

For the year 2012, the optional standard mileage rate will stay 55.5 cents per mile. Taxpayers have the option of using the optional standard mileage rate to calculate deductible costs of operating an automobile for business purposes.

The rate for computing the deductible medical or moving costs have also reduced to 23 cents per mile, however the rate for providing services for charitable organizations has remained unchanged at 14 cents per mile. For further information you can review the IRS announcement here.

If you are an employer and have minimum wage earners on your payroll, now is the time to plan for the increase that will be mandated come January 1, 2012.  Colorado’s minimum wage will increase 28 cents from $7.36 per hour to $7.64 per hour as a result of a state law that links annual wage to cost-of-living fluctuations known as the CPI or Consumer Price Index.  With the wage increase, we have compiled a list of things you may need to do to update your procedures:

1. Update your required posters by printing a new Colorado Minimum Wage Order poster.  These posters should be released the last week of December by the Colorado Department of Labor.
2. Update your payroll records to reflect the required increase, effective January 1, 2012.
3. Adjust any calculation automation you may have in place to determine gross wages.
4. Update any timesheets submitted to your payroll department to determine wage payments.
5. Review records for any Garnishments being processed through payroll.  Update these calculations to ensure proper amount is being deducted and paid per order. 

We suggest that you begin preparing now for this update to make end of year and holiday planning much easier.  If these tasks and other Human Resources and Payroll needs have become a burden, please contact us at 303-466-7864 to learn more about how we can help you free up much needed time, increase profit and ensure your business is compliant and protected.

Are you planning on paying year end or Christmas bonuses?  Please keep in mind that there are a few tax implications when it comes to paying them out.  If you want to pay them on a separate check then the “supplemental tax” comes into play which is a 25% flat Federal tax in addition to Social Security, Medicare and any applicable supplemental state tax rates that would come out.  By adding the bonus to the employees check the normal tax rates would apply. If you have other questions or concerns please don’t hesitate to call StaffScapes at 303-466-7864. 

Put money back in your pocket!!  Enroll in the StaffScapes Flexible Spending Account and Dependent Care for 2012.  Get reimbursed for money you pay out of pocket for medical, dental, vision, prescriptions and chiropractic payments. These and many other out of pocket medical expenses can be reimbursed through this program. Deductions are not subject to Medicare, Social Security, Federal and State taxes.

Also, As the end of 2011 is getting closer, StaffScapes, Inc. wants to remind its FSA participates to use all of the funds available in their FSA accounts.  In addition to the expenses listed above contact StaffScapes, Inc. to get a full list of eligible expenses

***Receipts must be dated for services rendered in 2011 and must be submitted by March 31, 2012.

If you would like more information regarding the Flexible Benefit plan or would like to participate in the 2012 FSA program, please contact StaffScapes Benefit Department at (303) 466-7864.