http://www.staffscapes.com/site/blog/ Does it seem as though you have two jobs? en eugena.bellamy@staffscapes.com Copyright 2012 2012-02-21T20:54:08+00:00 http://www.staffscapes.com/site/comments/secretary_of_state_eliminates_mailing_paper_notices http://www.staffscapes.com/site/comments/secretary_of_state_eliminates_mailing_paper_notices#When:20:54:08Z The Secretary of State for Colorado has announced that they have discontinued mailing paper notices to business owners for required renewals.  These annual renewals are for business entities, trade names and trademarks associated with your business.  Renewal notices are still available via email notification.  To continue to receive reminders for your business, the Secretary of State requires registration at their website, www.sos.state.co.us.  A simple link found under “business organizations” on their site will take you to the “email notifications” form required.  Click on” email notification regarding a specific record” and search for your business name or ID number.  Select your ID number and subscribe after entering your email address. Once complete you will receive a confirmation email within one hour.  If for any reason you do not receive your confirmation email, first check your spam or junk folders.  If not there, you can inquire at 303-894-2200 x 2 or email business@sos.state.co.us. When you are registered to receive email notifications, you will be notified when your report is due beginning at the start of the three month period in which your report is due. This date is based on the first day of your anniversary for business formation.  As an example, if you formed your business on January 15, the Periodic Report would be due each subsequent year between January 1 and March 31. These reports can be filed up to two months early. If not filed on time, your business will have an additional three months to file a late Periodic Report with an additional late filing fee imposed. If a Periodic Report is not filed on or before the due date, your status will become “noncompliant”. Should this occur, you will have an additional 3 months to file a late Periodic Report and a late fee will be imposed.  If you still do not file within this extended period, your business registration will become “delinquent”. For more information on when you will receive your notification and when your specific report is due, visit your business summary history page at the Secretary of State web page. 2012-02-21T20:54:08+00:00 http://www.staffscapes.com/site/comments/the_4_ps_of_growth_prosperity_-_people http://www.staffscapes.com/site/comments/the_4_ps_of_growth_prosperity_-_people#When:22:01:40Z Note:  Recently, StaffScapes had the pleasure of presenting at a local Chamber of Commerce luncheon. During this speech, we focused on points to help the small business owner grow and prosper in 2012.  We have taken this speech and created a series of blogs we will post based on each of the 4 P’s we feel are critical to your business.   This week, we focus on the People that make up your company.    The People Component As a small business owner, people are what help make you a success.  Without people, you really don’t have a business.  These ‘People’ are you, your customers (both internal and external) and your trusted partners.  They are your support system, your advisors and the reason you chose to become an entrepreneur.   Your initial and primary area of focus should be you, the business owner.  To truly grow and prosper you must understand your business and answer a few fundamental questions; where is my business now, where do I want it to be and how will I get it there.  First, we recommend that you analyze where you want to be.  Do you want to grow and expand your business or are you content with serving the needs of your local community?  Next, determine what you want for yourself.  Do you want balance or are you driven and willing to work long hours? Once you have answered this question, incorporate this within your mission statement and create your vision and values with this in mind.   Now that you have established the core purpose for your business, it’s time to build a strong team to help deliver the level of service you have aligned with your mission, vision and values.  Making key decisions when hiring your staff or training those who you already employ, will determine in part the future success of your business.  Review the strengths and weaknesses of your team.  Are there areas where one employee could help train another? Do you have the right employee in the right job or are their abilities a better match to another function within your business?  Do your employees understand the functions of each department enough to “pitch hit” in the event of an emergency?   Once you understand your business, where you want to go and how your team will help you get there, you must focus on your customers to achieve these goals.  Get to know your customers, what they like, what they don’t and ask them for input on products or services they would like to see you offer.  Give credit to great ideas as this shows your customer that you listen.  Establish programs to provide value for your clients and create a program to show appreciation.  Simple “thank you” notes on anniversary dates, for a purchase or to acknowledge something of importance are great ways to show appreciation.  Keeping your name in front of your customer and showing appreciation will keep them coming back for years to come.   Finally, you can’t do it all.  Enlisting the help of experts will keep you on track and making the right key decisions for your business.  Working with a team of trusted advisors is another important sector for the People that make up your business.  Find leaders and knowledgeable people to help you with areas such as financial planning, marketing, accountability, legal and human resources.  These are people like your CPA, attorney, family and your Human Resources advisor.   Our next post will focus on understanding the financial side of your business so that you may ultimately increase your profit.   Understanding the business of employment is tricky and StaffScapes can help you be confident in your “People” practices. By helping you to stay compliant and assisting you with supporting your key people on your team we will help you grow and prosper and keep you focused on the reason why you got into business. We will help you with benefits, training and guidance to help make your company one that others want to work for. 2012-02-17T22:01:40+00:00 http://www.staffscapes.com/site/comments/sexual_harassment_eeoc_update http://www.staffscapes.com/site/comments/sexual_harassment_eeoc_update#When:21:24:20Z 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 2012-02-02T21:24:20+00:00 http://www.staffscapes.com/site/comments/required_posters._do_you_know_what_you_need1 http://www.staffscapes.com/site/comments/required_posters._do_you_know_what_you_need1#When:17:46:21Z 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. 2012-01-27T17:46:21+00:00 http://www.staffscapes.com/site/comments/staffscapes_is_hiring http://www.staffscapes.com/site/comments/staffscapes_is_hiring#When:21:09:14Z 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. 2012-01-24T21:09:14+00:00 http://www.staffscapes.com/site/comments/osha_form_300a http://www.staffscapes.com/site/comments/osha_form_300a#When:21:10:11Z 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.   2012-01-23T21:10:11+00:00 http://www.staffscapes.com/site/comments/reminder_to_colorado_employers_minimum_wage_to_increase_january_1 http://www.staffscapes.com/site/comments/reminder_to_colorado_employers_minimum_wage_to_increase_january_1#When:22:07:28Z 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. 2011-12-29T22:07:28+00:00 http://www.staffscapes.com/site/comments/who_are_the_reindeer_on_your_team http://www.staffscapes.com/site/comments/who_are_the_reindeer_on_your_team#When:16:50:39Z 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. 2011-12-21T16:50:39+00:00 http://www.staffscapes.com/site/comments/irs_keeps_business_mileage_rate_unchanged_for_2012 http://www.staffscapes.com/site/comments/irs_keeps_business_mileage_rate_unchanged_for_2012#When:17:27:57Z 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. 2011-12-20T17:27:57+00:00 http://www.staffscapes.com/site/comments/colorado_employers_minimum_wage_to_increase_january_1 http://www.staffscapes.com/site/comments/colorado_employers_minimum_wage_to_increase_january_1#When:19:09:25Z 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. 2011-12-15T19:09:25+00:00