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.

6 States to have new minimum wage rate in 2007

Have you received in the mail a "Final Notice" or "ALERT You Must Post New 2007 Federal labor Law Notices"? In most cases this is just a sales gimmick to make you buy poster from that company. The only year end changes that need to be made are for those state that have a new minimum wage rate for 2006 or for most in 2007. If you are an employer with employees in: Arizona, Colorado, Missouri, Montana, Nevada or Ohio you need to contact the state Department of Labor and request a new poster. Labor Law poster are free from the state and federal agencies. Just get online or call to order new poster. 

If you are a client of StaffScapes one will be delivered once the state finalize the poster.  To request an extra poster call 303-466-7864

Buying a business requires a thorough do-diligent list and the last thing you probably want to do is add yet another deal breaker.

At StaffScapes, we are an Outsource Human Resource company locally in Colorado that must gather a lot of detailed information and hidden costs for an accurate proposal.

One of my past prospects’ now a current client, was having trouble getting the Workers Compensation Declaration Page from the seller of the business prior to the sale of the business. Once explaining the importance of reviewing the workers compensation Declaration page my prospect finally demanded to see a copy.

After reviewing the Workers Compensation Declaration Page with our prospect what we found was that the current workers compensation rate had a modifier of 1.25. That 1.25 modifier was adding an extra 25% to the premium this year. In addition to the modifier we also discovered that the current employer did not have any safety programs in place as well as multiple injuries in the past years that will increase his rates significantly each year at renewal. Estimating what the new rates where going to be at the next renewal date, our prospect was able to negotiate a 25,000 difference in the purchase of the business which would have been added as an unforeseen future expense.

As a local Colorado PEO, StaffScapes helps our clients stay in compliance as well as and manage the risky life cycle of having employees.   

Colorado Workers Compensation Act sets out certain criteria to that must be met to show that the employer does not have the right to control the person providing services.

The information below is information that Pinnacol Assurance will use in determining whether a independent contractor is an employee or a independent contractor:

The individual is not required to work exclusively for the employer.

The employer has not established a quality standard for the person providing services except for plans and specifications.

The employer does not pay the service provider on an hourly basis or provide a salary instead of a fixed or contract rate.

The employer cannot terminate the individual performing services during the contract period unless the service provider violates the terms of a contract or fails to produce a specified result.

The employer does not provide more that minimal training

The employer does not provide tools or benefits to the service provider except for material and equipment.

The employer does not dictate the time of performance except for a completion and to negotiate the mutual agreeable hours.

The employer does not pay the service provider personally but instead makes payment to a trade or business name.

The above defines a large portion of what Pinnacol or other work comp carries will look at when deciding on independent status. If you are uncertain on the status of your contractor contact StaffScapes for further review. The information given in this blog does not reflect what the Department of Labor and the IRS view as to whether or not the provider is an employee or a independent contractor.

Having a checklist on how to interview and the steps to take during a selection process are key to have a consistent hiring process.

Selection is the process of deciding which job applicants will become employees. To conduct an effective selection process, the following checklist should be observed:

1.      Know the essential functions of the job and the qualifications needed to perform well in those jobs.

2.      Institute selection techniques that are objective, nondiscriminatory and have proven to be particularly reliable in filling specific types of jobs with qualified applicants.

3.      Validate that selection criteria are job-related and consistent with business necessity.

4.      Know, understand, and apply techniques in compliance with federal and state equal employment opportunity laws.

StaffScapes Human Resource Department is available to consult, advise and educate clients about laws governing the screening and selection process.  Clients should contact StaffScapes Human Resource Department to request available information and resources to guide this process.

Independent Contractors are a big part of many business, be sure that that independent contractor is an approved sub before work begins.

Many businesses have a need to use an independent contractor form time to time. Ever small business must request a few insurance documents from any independent contractor that may step in that business. The two most important documents are a copy of a general liability policy and certificate of insurance from that independents workers compensation carrier.  With out any type of proof of insurance you may be liable for that workers compensation premium for the time employed. If that contractor gets hurt on your property or while working on your project all expenses relate to that injury can and more likely will be charged to your current w/c policy. 

When preparing for your audit be sure to have a list of Subs that your company has used during the past policy period. Also have aviable all independentent contractor forms. In Colorado there is a form provided by Pinnacol Assurance called “Independent Contractors / Statutory Employers”. If you are a Pinnacol policy holder be sure to get this form or request the similar form from your workers compensation insurance provider. Have the form completed and send in before any work begins. Once you receive confirmation that the w/c provider sees them as an independent work can begin. If not approved look into other alternatives for how the work can be completes. The link for this form is provided below.

I will provide other information shortly on “Who is an Independent Contractor”. For more information on workers compensation policies and how to treat independents call StaffScapes, Inc. at 303-466-7864.

See Also

• Independent Contractor Form
  This is the link for Pinnacol the Independent Contractor form.

Not all policies are black and white, be sure your PEO ask questions so you get out of that employment gray area.

During the years many PEO prospects have asked me "what is the real value of a PEO".  Most business see the value of HR outsourcing, Risk Management and Workers Compensation Administration, Employee Benefits and Payroll Administration. Every business owner wants to know the real value in a PEO relationship. The real value that StaffScapes clients realize is the fact that we are not afraid to them no. This is the area that a PEO must feel strong about the PEO client relationship.

Our goal as a PEO is to answer the client’s questions and to keep them on the right side of the law. If you are dealing with a "Yes" PEO or Person that is always saying “yes you can do that” you might want to look at what type of polices you now have in place. If a client calls and says I want to start a new policy in my shop we will ask what are you trying to accomplish with the new policy. After the clients explains what they are trying to do we will say no you can’t do that it violates this Department of Labor or other rule. But because we have asked the client what his end goal is we can say let’s do it this way. By doing it this way we stay within the intend of the law and your employees will not be confused about your intentions.  This is the real hidden value of a PEO relationship.

PEOs provide may services that allow the business owner to concentrate on business and not the “Business of Employment”

Health Saving Accounts limits for High Deductible Health Plans

The IRS issued guidance on the maximum contribution levels for health savings accounts (HSAs) and out-of-pocket spending limits for high deductible health plans (HDHPs) that must be used in conjunction with HSAs. These amounts have been indexed for cost-of-living adjustments for 2007. For 2007, the maximum annual HSA contribution for an eligible individual with self-only coverage is $2,850. (Note: for any individual, the maximum contribution is the lesser of the indexed amount or the deductible of the HDHP.) For family coverage the maximum annual HSA contribution is $5,650. Catch up contributions for individuals who are 55 or older is increased by statute from $700 to $800 for 2007.

Please contact us if you have questions on how to implement these programs in your business.  As a Professional Employment Organization, PEO, we can show you how our programs have helped businesses like yours save thousands.  We can be reached at 303-549-1860 or info@StaffScapes.com.

Benefit of using a PEO for your Business, for your Employees and for the Government.

For your business, a PEO:

· Provides experienced professionals in HR, benefits, payroll and risk management.

· Assumes certain employment related liabilities.

· Delivers professional assistance with compliance (payroll, OSHA, EEOC).

· Provides secure Internet access to payroll, benefits and personnel data.

· Provides access to professional HR guidance and materials.

· Manages claims.

· Supplies clear, easy-to-read and professionally written employee handbooks, policies, procedures and practices.

· Improves cost control.

· Delivers access to better benefits.

· Reduces turnover.

· Provides quality benefits and recruiting assistance to attract and retain the best employees.

· Provides you more time to focus on your bottom line.

· Gives you the opportunity to grow your business faster.

Benefits of a PEO for your Business, for your Employees and for the Government

For your business, a PEO:

· Provides experienced professionals in HR, benefits, payroll and risk management.

· Assumes certain employment related liabilities.

· Delivers professional assistance with compliance (payroll, OSHA, EEOC).

· Provides secure Internet access to payroll, benefits and personnel data.

· Provides access to professional HR guidance and materials.

· Manages claims.

· Supplies clear, easy-to-read and professionally written employee handbooks, policies, procedures and practices.

· Improves cost control.

· Delivers access to better benefits.

· Reduces turnover.

· Provides quality benefits and recruiting assistance to attract and retain the best employees.

· Provides you more time to focus on your bottom line.

· Gives you the opportunity to grow your business faster.

For your employees, a PEO:

· Provides access to comprehensive benefits often previously unavailable - 401(k), Section 125 plan, comprehensive insurance benefits, Flexible Spending Plan.

· Delivers on-time and accurate payroll.

· Provides professional assistance with employment-related issues.

· Supplies easy-to-read employee handbooks, policies, procedures and practices.

· Enables more employees to receive statutory protection.

· Improves communication among and between employees.

· Offers up-to-date information on labor regulations, workers’ rights and worksite safety.

· Processes claims efficiently and responsively.

· Enables employees who move from one PEO client to another to avoid loss of eligibility for benefits.

· Provides improved access to payroll information, benefits, personnel data, vacation and sick time accrual, and specialized reports.

· May offer credit union membership and banking privileges.

· Frequently offers exclusive employee discounts and rates on travel, entertainment and services.

For government, a PEO:

· Consolidates several companies’ employment tax filings into one.

· Provides more professional preparation and reporting.

· Accelerates collection of taxes.

· Extends access to medical benefits to more workers.

· Provides access to 401(k) retirement savings opportunities to more employees.

· Improves the communication of government requirements and changes to small businesses and their employees.

· Reduces litigation by resolving many problems before they reach court.

· Allows government agencies to reach businesses through a single-employer entity.