In November all United health care clients that used the Health One Network received a 7% discount on the November bill.

Did your United Health care bill have a discount on it in November? All participants that had coverage in October should show a discount for that time period. The discount comes from the Health One contract dispute with United Health Care. For a period of time United Health Care participants could not use the Health One network of Doctors. Because of the missing network United gave back a 7% discount to it Colorado clients. Check with you plan administrator to be sure that you received this discount.

As a local based Professional Employer Organization (PEO) StaffScapes administers all of our clients health plans. StaffScapes pays the bill, reconciles the bill to be sure employees are added and subtracted as needed and helps keep employers in compliance with COBRA or other state continuations programs. To learn more on how a PEO can simplify your benefit compliance give us a call at 303-466-7863.

Lawsuits make changes to laws every month. By partnering with a Professional Employer Organization (PEO) your company can be protected from these changes.

"A lawsuit against IBM may help settle the question of whether workers hooked on the Internet can claim a legitimate addiction." Do you know what new laws are affecting your business? Articles like the one provided below can be scary for employers and are what a PEO- Professional Employer Organization looks out for. A PEO needs to know what changes are going to be made to laws such as American with Disabilities Act, Cobra and Family Medical Leave Act. A PEO will notify it’s clients of changes to such laws and provide guidance to employers on any work place policy changes that need to be made. With out a PEO providing guidance many employers do not learn about changes until it is to late.  With the larger Human Resources department of a PEO they are constantly looking at how new laws and regulations effect employers.

If you do not have a Human Resource Department or want your HR Department to focus on developing your internal employee skills contact a PEO. To learn more about StaffScapes call 303-466-7864

See Also

• Work place internet abuse
  MSN moneycentral article

Are non productive HR task losing your company money? By outsourcing your HR Department to a PEO you can solve those issues while bringing extra benefits to your employees.

I took a call the other day from one of our client’s employees, who needed assistance dealing with a benefits issue. She had gone to the Dr. and was given a very hard time due to the last name on the card was spelled incorrectly. Because StaffScapes is the plan administrator for our client’s, it allows us to follow up with the carrier, make the necessary changes and have the carrier issue new cards to the employee. Is this one of the miscellaneous non-productive task’s your HR department is spending time doing? This client company has 22 employees and offers many employee benefits. It didn’t take long for the CEO to realize that his time dealing with employee training and development, declined rapidly while being bogged down in non-productive HR paperwork. Is your company being bogged down in Non-Productive HR & Employment paperwork? Contact a PEO or Professional Employer Organization in your area to learn how they can handle all your non-revenue generating HR paperwork.

To learn more about the benefits of Human Resource Outsourcing and StaffScapes contact us at 303-466-7864.

Did you know that IRS penalties may be charged to you even if you deposited your tax liabilities on time?

The IRS may assess an "averaged" failure-to-deposit (FTD) penalty of 2% to 10% if you are a monthly schedule depositor and did not properly complete line 15 of Form 941 when your tax liability (line 10) shown on Form 941 exceeded $2,500. IRS may also assess an "averaged" FTD penalty of 2% to 10% if you are a semiweekly schedule depositor and your tax liability (line 10) shown on Form 941 exceeded $2,500 and you:

·         Completed line 15 of Form 941 instead of Schedule B (Form 941),

·         Failed to attach a properly completed Schedule B (Form 941), or

·         Improperly completed Schedule B (Form 941) by, for example, entering tax deposits instead of tax liabilities in the numbered spaces.

The FTD penalty is figured by distributing your total tax liability shown on line 10 of Form 941 equally throughout the tax period. As a result, your deposits and payments may not be counted as timely because the actual dates of your tax liabilities cannot be accurately determined. You can avoid an "averaged" FTD penalty by reviewing your return before you file it. Follow these steps before submitting your Form 941.

·         If you are a monthly schedule depositor, report your tax liabilities (not your deposits) in the monthly entry spaces on line 15.

·         If you are a semiweekly schedule depositor, report your tax liabilities (not your deposits) on Schedule B (Form 941) in the lines that represent the dates your employees were paid.

·         Verify that your total liability shown on line 15 of Form 941 or the bottom of Schedule B (Form 941) equals your tax liability shown on line 10 of Form 941.

·         Do not show negative amounts on line 15 or Schedule B (Form 941). If a prior period correction results in a decrease to your tax liability, reduce your liability for the day that you discovered the error by the tax decrease resulting from the error, but not below zero. Apply any remaining decrease to subsequent liabilities.

StaffScapes, a Professional Employer Organization (PEO), takes over the responsibility and liability of tax deposit and reporting for our clients.  Please call (303)466-7864 and ask a StaffScapes’ representative how we can reduce your tax administration liability.

StaffScapes is a Denver based Professional Employer Organization serving small to medium sized companies in the Colorado region.

Professional employer organizations (PEOs) enable clients to cost-effectively outsource the management of human resources, employee benefits, payroll and workers’ compensation. PEO clients focus on their core competencies to maintain and grow their bottom line.

Businesses today need help managing increasingly complex employee related matters such as health benefits, workers’ compensation claims, payroll, payroll tax compliance, and unemployment insurance claims. They contract with a PEO to assume these responsibilities and provide expertise in human resources management. This allows the PEO client to concentrate on the operational and revenue-producing side of its operations.

A PEO provides integrated services to effectively manage critical human resource responsibilities and employer risks for clients. A PEO delivers these services by establishing and maintaining an employer relationship with the employees at the client’s work site and by contractually assuming certain employer rights, responsibilities, and risk.

Businesses across America have discovered the incredible value of PEOs because they provide:

• Relief from the burden of employment administration.

• A wide range of personnel management solutions through a team of professionals.

• Improved employment practices, compliance and risk management to reduce liabilities.

• Access to a comprehensive employee benefits package, allowing clients to be competitive in the labor market.

• Assistance to improve productivity and profitability.

What can a PEO do for me? A PEO should keep employers and employees updated on all new regulations and changes in current HR and employment laws.

An example can be keeping employers up to date on State Anti-Harassment Requirements. In California for example employers may have either their own written sexual harassment policy or a prepared statement from the state. California employers with 50 or more employees must provide at least two hours of classroom or other interactive training regarding sexual harassment to all supervisory employees hired as of July 1, 2005, and all new supervisory employees within six months of their assumption of a supervisory position. The training has to be provides to all supervisory employees once every two years. For other state requirements contacts a StaffScapes representative.

Contact a PEO to learn more about how different employment laws can affect your business.

Employers with PEOs Prepared for New Immigration Regulations

—PEOs Clarify Compliance Issues, Review Workplace Policies—

Employers could face a new wave of federal and state immigration laws once legislators reach agreement. Companies that work with professional employer organizations (PEOs) will be prepared for any new regulation that may emerge from the debate.

PEOs specialize in advising their business clients about how to practically comply with applicable state and federal employment regulations.  Small to mid-sized businesses cannot afford to ignore employment regulations, but they may not understand the ramifications until the government notifies them about a violation.  PEOs advise them about the regulations and how to comply.  That’s a powerful service that most businesses want and need.

The employment verification (I-9) process has special significance given the recent crackdown on illegal employment of unauthorized aliens by the Department of Homeland Security (DHS) and Immigration and Customs Enforcement (ICE).  The PEO verifies the employment eligibility and identity of all employees covered by its contract with a business.  The PEO assures that a Form I-9 has been completed for each employee and that I-9 records are properly maintained.

Business owners concerned about illegal workers want to work with PEOs to help ensure their records are clear, accurate and well maintained. They cannot afford a raid that could shut them down. 

PEOs also enable their business clients to cost-effectively outsource the management of human resources, employee benefits, payroll and workers’ compensation.  They provide the professional advice and proactive practices that improve a business’s compliance and create a better workplace.  While this support will not provide ironclad guarantees against errors and lawsuits, it will help to minimize the potential.

Solid human resources practices help a business minimize risk and create a positive working environment.   PEOs work with business owners to formulate and follow HR practices that comply with current laws on hiring, firing and disciplining employees. For example, a PEO can provide guidance with respect to structuring compensation so that it adheres to the state and federal wage and hour laws.  The PEO can also provide guidance on the rules and practices surrounding criminal and credit background checks, the Americans with Disabilities Act (ADA), the Age Discrimination in Employment Act, COBRA, ERISA, and the complex rules for 401(k) plans, such as the safe-harbor and nondiscrimination-testing provisions.

For more information on StaffScapes, go to www.staffscapes.com.  StaffScapes is a member of the National Association of Professional Employer Organizations (NAPEO). 

New rates and procedures in effect for 2007

Pinnacol Assurance 2007 rates are now in effect. One new procedure that effects business with out of state employees is that you can now obtain that workers compensation insurance with Pinnacol. If you have employees in Colorado or have employees in many states StaffScapes can help you comply with all workers compensation and employment laws. StaffScapes has been working with Pinnacol for many years and has developed a strong relationship to better serve our clients needs.

If you have ever had a problem dealing with a workers compensation carrier we understand how frustrating it can be in dealing with all the red tape when an injury happens. You feel bad enough that an employee got hurt while working for you, now you have to deal with how do I get them back to work also. What letters do I need to send out, how do I get a release from the doctor, what special restrictions do I have to deal with? These are all things that StaffScapes handles for it’s clients as a Professional Employer Organization.  If you have ever had a problem with workers compensation compliance or dealing with a work comp providers contact StaffScapes to have them help you comply with the ever changing procedures and rules.

Most PEO clients offer Health Insurance to their employees

A majority of small businesses that use a professional employer organization (PEO) offer health benefits to their employees.  More than 700 small businesses that use PEOs, responded to a recent survey commissioned by the National Association of Professional Employer Organizations (NAPEO).  The survey found that an unusually high percent (95%) of these businesses offer health benefits.  The survey also found that the majority of participants do not plan to raise the cost of these health benefits to the employee, even though average premiums rose 7.7% this year. 

Based on the results of this survey it appears that clients of PEOs deem health insurance to be a vital benefit to employees. Small businesses that use PEOs can reduce the time and cost burden of offering a healthcare plan by allowing the PEO to assume the administration of the plan.  PEOs also offer additional options to manage medical costs through health savings accounts (HSAs), health reimbursement accounts (HRAs), and flexible spending accounts (FSAs).

If you are interested in reducing the burden and cost of providing a health plan to your employees, contact a StaffScapes, Inc. representative to discuss the benefits of partnering with us. You can contact StaffScapes, Inc. at (303)466-7864 or info@staffscapes.com.

Businesses with PEOs’ ‘Cafeteria Plans’ Give Employees Incentive to Seek Healthcare When Needed

Small businesses can give their employees an incentive to seek medical care and purchase prescription drugs and over-the-counter (OTC) remedies, even with the trend toward higher deductibles, according to experts at the National Association of Professional Employer Organizations (NAPEO). Those businesses that work with professional employer organizations (PEOs) can use “125 cafeteria plans,” which provide a tax advantage for employees who meet their health-case costs with pre-tax dollars.

While cafeteria plans will not stem the cost of health care and insurance, they will help employees offset these costs by lowering their taxable income each year and enabling them to be reimbursed with pre-tax dollars for eligible out-of-pocket medical expenses.  That could make it easier for employees to seek the care they need, rather than defer it as 40 percent say they are doing now.⁽¹⁾

Under the IRS Code Section 125 that defines cafeteria plans, employees can elect to regularly deduct nontaxable health benefit costs they’ve agreed to cover, thus reducing their taxable income. Most PEOs have established a cafeteria plan for the workers at their small-business worksites. It is only through a PEO that most workers at small businesses have access to quality benefit plans such as 125 cafeteria plans.  Without the PEO, most small businesses lack the expertise to establish and administer such a program. 

This is a tremendous service to small-business owners and a major benefit to workers, cafeteria plan gives small businesses and their employees a big-business benefit and may encourage employees to seek the care they need, when they need it.

StaffScapes, Inc. has established a “flexible spending account” (FSA). An FSA allows employees to set aside money from their pay before taxes are withheld, thereby reducing federal income and social security taxes. The health care account reimburses the employee for health care expenses not covered or only partly covered by medical and dental plans. The employee submits a reimbursement form and receipt for an eligible expense after paying for it.

Administration of a cafeteria plan could boggle the mind of the small-business owner. The PEO can provide the expertise and systems to make this plan a reality for the nearly 23 million small businesses in America today – good news for their workers beset with rising medical costs. Milan P. Yager, executive vice president of the National Association of Professional Employer Organizations (NAPEO), noted, “Most Americans like working on Main Street but desire the benefits offered on Wall Street.  The PEO helps fulfill this need.” 

Footnotes:

Principal Financial Group’s Well-Being Index^SM.  www.principal.com  

StaffScapes’ commitment to customer service excellence is proven by our membership in the ThinkWare Steering Committee.

StaffScapes is proud to announce our membership in PEO software provider, ThinkWare, Inc.’s “Steering Committee”.  Membership in this Steering Committee testifies to StaffScapes’ dedication to enhancing and improving the PEO industry and customer satisfaction. 

Steering Committee members have many different responsibilities for the improvement of services provided by ThinkWare and their client PEOs.   Committee members serve as a product direction committee to assist ThinkWare in current and future development priorities. Through constant communication with the Steering Committee, ThinkWare receives information on product enhancements and directions. Also members serve as a sounding board for the user community and a voice of guidance to ThinkWare. Just as important as the product quality to our user community is the quality of the support and client services provided. Finally, members assist ThinkWare with special projects, such as Beta testing, that assist development of the ThinkWare products.

ThinkWare, Inc. has been providing software and consulting services since 1994, and is the leading provider of software solutions for the Professional Employer (PEO) or employee outsourcing, industry. Boasting a growth rate unmatched by any other PEO-software solution, ThinkWare provides software solutions and services for PEO and ASO (Administrative Service Organization) companies throughout the United States.

ThinkWare relies upon advanced technology, industry knowledge and experience, and a proven development partner organization to develop solutions specifically designed to handle the unique challenges faced by PEO/ASO companies today.

To find out what StaffScapes and ThinkWare can do for you, please call (303) 466-7864 and talk to a StaffScapes representative today.

StaffScapes a Denver based PEO has been a member of NAPEO since we opened our doors in 1996. NAPEO is a great partner to all PEO’s from regulator compliance to marketing.

NAPEO, the National Association of Professional Employer Organizations, is the recognized “Voice of the PEO Industry.®” NAPEO has more than 370 PEO members found in all 50 states, representing more than 70 percent of the revenues of the $51 billion PEO industry. PEOs enable clients to cost-effectively outsource the management of human resources, employee benefits, payroll and workers’ compensation. PEO clients focus on their core competencies to maintain and grow their bottom line. To learn more about the PEO industry and how PEOs contribute to small businesses’ success, visit the NAPEO Web site: www.napeo.org

See Also

• NAPEO- Voice of the PEO Industry
  NAPEO home page

Steps to help create a safety culture

Successful safety performance will come about with a successful safety culture.  It takes the values set by management to determine the way that the workforce acts.  Therefore, a safety conscience culture has to be established through the management and passed along to the workforce.

Here are a few steps to help create a safety culture:

·        Present workplace safety as a continuous process and not just a compliance requirement

·        Actively encourage workers to improve safety performance, and recognize improvements

·        Involve the employees in the safety decision making process

·        Use accident investigations as action planning, not fault-finding missions

·        Explain why new safety processes have been implemented and how to measure its success

·        Investigate “near-misses” as indicators of a series of events and not as a one-time or isolated event

·        When accidents or “near-misses” occur look first at why the safety process failed instead of looking to place blame.

Litigation is on the rise for state overtime compliance.

CCH Human Resources Management reports that claims of state overtime violations are increasing due to the attention that the new white-collar regulations of the Fair Labor Standards Act (FLSA) received. The change caused many plaintiff’s attorneys to focus their efforts on the differences between the federal and state requirements. Steven S. Greene, managing member of the law firm of Helms & Greene, LLC, while speaking at WorldatWork’s 2007 Conference and Exposition, stated that attorneys are exploiting the material differences between the federal and state standards, causing settlements and verdicts to soar.

StaffScapes, a Colorado based Professional Employer Organization (PEO), guides our clients through the complicated maze of human resource management, including state and federal labor law compliance. Please contact us at 303-466-7864 or info@staffscapes.com to discuss what our services can do for you.

PEO’s can bring a client on at any time of the year. If planning for 2008 start now.

The 3rd quarter is almost over and businesses our planning for year end decisions and planning for 2008. If you are thinking about a Professional Employer arrangement it is time to start. Don’t put off looking at PEO till the end of the year, this is one of the busiest times for most PEO’s. 

Contact StaffScapes today for January 2008 benefit and HR options.

What others are saying about PEO’s

“Thousands of businesses have turned to professional employer organizations (PEOs) for relief. A typical PEO takes over the time-consuming task of HR management, freeing companies to refocus resources on their core discipline. Besides handling a company’s payroll processing, full-service PEOs often provide small and medium-sized businesses with access to big-company benefits they could not offer on their own.”
“Small Businesses Confront HR Woes with the Help of PEOs,” American Payroll, July 7, 2007

“Many PEOs now behave much like consultants, helping clients tap into the latest health benefits and comply with complex labor regulations related to discrimination and workplace safety. PEOs are becoming one-stop shops for business owners eager to outsource all their HR functions and focus instead on their core business. … PEOs make the most sense for business owners who can’t afford a dedicated human resources staff and don’t have the time to handle day-to-day HR issues themselves.”
“Fed Up with HR?” Inc. Magazine, May 2006