http://www.staffscapes.com/site/blog/ Does it seem as though you have two jobs? en jake@staffscapes.com Copyright 2013 2013-05-17T19:56:44+00:00 http://www.staffscapes.com/site/comments/choosing_your_board_of_advisors_workshop http://www.staffscapes.com/site/comments/choosing_your_board_of_advisors_workshop#When:19:17:23Z Join us for a FREE workshop with two seasoned professionals in building a stable business formation and predictable growth. Starting at 3pm, you are invited to learn more about options available today and a price you can afford. After all it sure beats the alternative. As seen on the cover of the March issue of New Business Denver; our panel includes: Victor Amaya of Accounting & Consulting Services, LLC (http://www.acs-denver.com) Jim Thibodeau of Staffscapes (http://www.staffscapes.com) Both Jim and Victor have the knowledge and experience on building a sound foundation for growth and scalability for your new business. See you on April 21th. P.S. Although there is no charge for the event, your cost for admission is your business card. Also, please register for the event and complete the profile questions. This will help all of us learn more about you. Thanks! Meet Up Registration Info 2010-04-20T19:17:23+00:00 http://www.staffscapes.com/site/comments/New_EEOC_and_Colorado_Minimum_Wage_Posters http://www.staffscapes.com/site/comments/New_EEOC_and_Colorado_Minimum_Wage_Posters#When:10:16:36Z New PostersEffective November 21, 2009 ALL employers are required to post the new Equal Employer Opportunity Poster.  This notice now includes Genetic Information Nondiscrimination Act of 2008(GINA), which prohibits genetic information discrimination in employment.Effective January 1, 2010 all Colorado employers are required to post the new Colorado Minimum Wage Order Poster. This notice explains what rights and protections employees have under the Colorado Minimum Wage Order, including minimum wage, work periods and overtime.  If you have any questions regarding the application of this Order please contact StaffScapes. This year there was a reduction in the Colorado State Minimum wage to $7.24 per hour.  Since the Federal Minimum wage of $7.25 per hour is greater, $7.25 will be the rate that must be used as minimum pay.StaffScapes provides clients with all of your required posters, and notification of these changes.  If you have any questions or need posters please contact Lora Manternach at 303-466-7864. Genetic, 2009-12-11T10:16:36+00:00 http://www.staffscapes.com/site/comments/Workers_Compensation_Claims_Review http://www.staffscapes.com/site/comments/Workers_Compensation_Claims_Review#When:11:13:34Z How does reviewing past claims help my business save money with Workers Compensation Insurance?Today StaffScapes is meeting with representatives from Pinnacol Assurance to review past claim history. This is a very valuable tool for all for all business that have had workers compensation claims. By reviewing claims a business is able to see trends that a supervisor of a department may not notice because of all the other jobs a person is doing. Many times a review will allow a company to look at history and just not at today’s work and what is going on.When you review claims you can also target claims to learn who was using safety equipment and who was not and compare similar claims and the cost associated with it. We have a small manufacture with 50 or so employees that kept having small eye injuries. Most of the employee did not bother to where the safety glasses when cutting parts and this was the leading cause of injury. After further review we noticed many employee had been using the proper safety equipment and still employees where getting hurt. Material was flying in behind the glasses or around the edge of the traditional safety glasses. By changing the type of glasses used we where able to cut injuries down the fowling year. By not reviewing the claims with the client this type of injury could lead to a very expensive claim or much worse someone losing site because of a work related injury.  If you have any type of ongoing injury you should be siting down with your workers compensation provider or your Professional employer Organization (PEO) and do a claims review. During this claim review you should also question open claims to be sure that all cost saving measures are being looked at. To learn more about safety programs, loss prevention and ways to reduce your Workers Compensation Liability contact StaffScapes at 303-466-7864 . workers compensation claims review, 2009-11-10T11:13:34+00:00 http://www.staffscapes.com/site/comments/Employment_Relief http://www.staffscapes.com/site/comments/Employment_Relief#When:14:58:45Z small business relieve, 2009-10-27T14:58:45+00:00 http://www.staffscapes.com/site/comments/HR_Problems http://www.staffscapes.com/site/comments/HR_Problems#When:15:25:41Z New rules and new minimum wage rules can make being an employer a confusing job.One week Colorado minimum wage is higher than the Federal min wage and the next week it is lower? What is an employer to do? On January 1st 2010 the wage will drop 1 penny below the Federal Minimum wage. Employers need to pay the higher of the two wages at the least to keep out of trouble. If you want to lower your employees wage you can but be careful about the negative effects that can have around the work site. For help with HR, Payroll and workers compensation in Colorado give us a call at 303-466-7864 hr proplems, 2009-10-16T15:25:41+00:00 http://www.staffscapes.com/site/comments/Colorado_PEO http://www.staffscapes.com/site/comments/Colorado_PEO#When:14:08:48Z With over 14 years in Business StaffScapes is your source for PEO services in Denver & Colorado.StaffScapes was created with a single goal - give you the freedom to focus on what you do best; grow your business.  StaffScapes was fonded with a singular goal to provide cost effective payroll, workers compensation and Human Resources Solutions.Focus on your business. Not your staffing. human resource solutions, 2009-10-12T14:08:48+00:00 http://www.staffscapes.com/site/comments/Colorados_Minimum_Wage_Rate_for_2010 http://www.staffscapes.com/site/comments/Colorados_Minimum_Wage_Rate_for_2010#When:09:03:09Z The Colorado Department of Labor just announced the new minimum wage rate for 2010The minimum wage rule enacted in 2006 to the Colorado Constitution requires the state’s minimum wage rate to be adjusted each year for inflation. The inflation adjustment is based on the US Bureau of Labor Statistics’ Consumer Price Index for All Urban Consumers (CPI-U) for the Denver-Boulder-Greeley combined area. This adjustment is based on the difference between the CPI-U from the first half of the prior year and the first half of the current year. The CPI-U decreased 0.6% from the first half of 2008 compared to the first half of 2009.  This adjustment will decrease the 2010 minimum wage rate to $7.24 per hour, effective January 1, 2010.  The Tip credit for 2010 has not changed so the minimum wage rate for "Tipped Employees" will be $4.22 ($7.24 - $3.02). The current federal minimum wage ($7.25 per hour) is higher than the new state minimum wage, so the higher federal rate will need to be used by all employers. Colorado employers that are allowed to use the tip credit will need to use the state’s minimum wage rate for tipped employees of $4.22 since this is higher than the federal rate.  For More information please go to the Colorado Department of Labor’s home page at: www.coworkforce.com.See AlsoCPI-U decreased 0.6%Denver-Boulder-Greeley CPI-U decreased 0.6% tipped employees, 2009-10-05T09:03:09+00:00 http://www.staffscapes.com/site/comments/Surviving_a_Layoff http://www.staffscapes.com/site/comments/Surviving_a_Layoff#When:14:28:18Z Five tips for both the employer and employee. Part two EmployeeNo one that I know of is comfortable with the thought of preparing for a staff reduction.  Both employers and employees are often placed into unchartered waters.  Everyone has questions and finding or knowing the answers often seems as easy as walking through quicksand.  I have a unique perspective as I have personally been on the receiving end of the “thank you for your dedication and oh sorry, you don’t get the five year service award company water bottle” and the “economic times are forcing us to reduce staff, now what do we do?” sides of the current and difficult times we are facing today.  So, to help navigate, here are a few suggestions:For the EmployeeAcknowledge that everyone is subject to being chosen as one of the “non-essential” personnel no matter how talented you are or how long you have worked for your employer.  Don’t fall victim to believing you won’t be affected.  Even if you survive the reduction, you and your colleagues will still experience fear, stress and increased work loads due to the forced actions.Prepare in advance.  Do an audit on your personal life and create a budget if you don’t already have one.  Review your expenses and determine what you might be able to cut back on and put that money away now. Remember when Mom said to “save for a rainy day?”  I hate it when I realize Mom was right!  But honestly, putting away 3-6 months of expenses makes the difference between stressing out and freaking out!  No matter what your income, saving even a little will help.  And if you are not affected by the economic downturn, you will have a nice little savings that you wouldn’t have otherwise achieved.Evaluate your options.  If you do become one of the growing statistics and are laid off, take a deep breath.  Next, take a little time to think about what you like to do, what you want to do and what you need to meet your lifestyle goals.  I guarantee that you will experience a flood of emotions and they will occur at various times through the process—even when you don’t expect them.  But, stay the course and adversity will eventually become opportunity and in time you will look back at the journey and realize that it may just be the best time of your life!Have a plan.  Put together a job search map to help you get from point A to point B.   Network with friends, family and contacts.  At first you might not want to tell people what has happened because of embarrassment.  Speaking from personal experience, being a part of a lay-off is nothing to feel embarrassed about.  It happens to the best of us and it is unfortunately a common thing right now.  Some of the most talented people I know have been released of their duties.  Utilize unemployment services such as training seminars and job postings. Post your resume on job boards and target companies that you want to contribute your talents to.  Spend dedicated time daily to your search and customize each application to what the employer is seeking.  In essence, show them how you will help fill their need and provide concrete examples from past performance.Enjoy & have fun.  What?  How can you enjoy and have fun when everything is falling apart?  I understand this reaction and understand it very well.  It isn’t easy to experience the after affects of the storm.  Things like fearing or experiencing  bankruptcy or foreclosure, wondering how you are going to keep the lights on or if you can afford to feed your children are all a part of dealing with job loss.  However, to deal with these stressors, you have to find a way to balance the negative with the positive.  Use some of the extra time you now have to do the things you have wanted to do but didn’t have time to do.  Now is the time to get in touch with who you are or who you want to be.  Complete that soul searching and find your vocation and not just a job.  Get back in shape and enjoy the natural beauty around you while working out.  Visit your local library and let your favorite author take you away to a time and place that is stress free.  Learn that new hobby or consider taking classes to update your skills or change your career entirely.  Complete those home projects that have been on your “to do” list for years.  View this time as a gift.  It’s hard to think of loosing your job as a gift, but sometimes, what we don’t ask for ends up being exactly what we need!If navigating your way through challenging Human Resources issues has you perplexed or you want to free up time to focus on you business, call StaffScapes for your FREE Human Resources audit and see how we can help you.  800-551-7607.By:  Eugena Bellamy, StaffScapes vacation time, 2009-07-14T14:28:18+00:00 http://www.staffscapes.com/site/comments/Surviving_a_Layoff2 http://www.staffscapes.com/site/comments/Surviving_a_Layoff2#When:14:21:39Z Five tips for both the employer and employee. Part one employerNo one that I know of is comfortable with the thought of preparing for a staff reduction.  Both employers and employees are often placed into uncharted waters.  Everyone has questions and finding or knowing the answers often seems as easy as walking through quicksand.  I have a unique perspective as I have personally been on the receiving end of the “thank you for your dedication and oh sorry, you don’t get the five year service award company water bottle” and the “economic times are forcing us to reduce staff, now what do we do?” sides of the current and difficult times we are facing today.  So, to help navigate, here are a few suggestions:For the EmployerEvaluate. The economic downturn has affected your bottom line.  You have cut expenses, cancelled the company picnic and removed bonus programs.  But all of these measure have not prevented the worst thing imaginable—the need to eliminate jobs to keep the company in business.  How do you select the people to lay off?  What do you need to do to conduct the layoff?  How do you tell the employee?  What do you tell the remaining staff?  These are all good and important questions to ask.  The first step is to evaluate or conduct an assessment of business needs and determine what areas have a potential surplus in resources and which areas are at a critical operational base.  Are you aligned with your Mission, Vision and Values?  Determine the KSA’s (Knowledge, Skills & Abilities) and KBP’s (Key Business Practices) needed in your business moving forward. Reductions based on the “last in first out rule” may help mitigate legal claims but they may not help you protect your investment in intellectual capital and help you keep the business running.  Look at all functional areas of your operations and determine your core needs.  Remember that term S.W.O.T. you learned in college but didn’t see the value of during the group exercise?  It actually does have a purpose and will help you understand your business, its operations and your strategies for future success.Plan.  The best businesses don’t plan to fail, they fail to plan.  Once you have determined your core competencies and have outlined the areas of reductions, have a strategy in place for how you are going to move forward and still get the work done with fewer resources.  In this critical time, you can not afford to let your attention to details and customer focus lapse.  Determine which staff members will be responsible for tasks once completed by former employees and communicate these needs and responsibilities clearly. Document.  There are legal requirements when conducting a lay off.  Decisions based on objectivity and not emotion or a knee jerk reaction will help.  Review your decisions against the EEO requirements and consider protected classes (i.e., minorities, individuals age 40 and older, the disabled, or veterans) and make sure that your layoff decisions will not favor any one class over the other.Empathize.  This is a tough time for both the employer and the employee.  It is tempting to be direct and non-caring to avoid legal action.  But how you handle a lay-off will determine how your remaining employees react, their morale and their decisions to stay with your organization. If the entire process is professionally administered, information is provided to the affected employee to help them understand the next steps they need to pursue  and the former employee is made aware that this is due to a business need and that they are valued and appreciated for their prior contributions, the process will be smoother for everyone involved    5.     Motivate.  The desks are cleared, the personal photos are gone and your remaining staff have just lost their friends and fear they will be next.  Now is the time to communicate clearly to your staff what has happened and why and where you are heading.  Let them know that you understand their fear and that you value their continued contributions.  This isn’t going to make the situation go away or prevent future disruption, but it is one step to recovery that can make the difference between a satisfied workforce and one that is ready to jump shipBy:  Eugena Bellamy, StaffScapes staff, 2009-07-14T14:21:39+00:00 http://www.staffscapes.com/site/comments/Employment_Eligibility_form_I-9 http://www.staffscapes.com/site/comments/Employment_Eligibility_form_I-9#When:08:04:15Z I-9 FormDon’t get rid of your I-9 forms just yet.  The Employment Eligibility verification form I-9 is valid beyond the 06/30/09 expiration date.  The current form you should be using was revised on February 2, 2009 and was effective April 1, 2009.  (Rev. 02/02/09) is at the bottom of the form.  USCIS is waiting for the extension to be approved before they will issue an updated form.  They have requested to continue to use the current version. For more informaiton visit www.uscis.gov. USCIS, 2009-07-01T08:04:15+00:00