Why should I consider using a PEO?

Professional Employer Organizations (PEO) are quickly becoming one of the best ways to handle employment for small to medium sized businesses. Previously called employee leasing, these firms have become more professional and are widely accepted by regulators. 

A PEO takes over all the administrative aspects of being an employer. This includes hiring, progressive discipline, firing, payroll, employee manuals, handling complaints, employee benefits, safety, and workers compensation. The small business retains the ability to keep or remove persons from their staffs and the culture of that small business stays the same, but without the headaches associated with employment. 

A PEO acts like your very own Human Resources Department. They offer employee benefits previously reserved for Fortune 500 companies. Complete health & dental, 401k retirement, section 125 cafeteria plans and disability plans are just some of the offerings.   

StaffScapes, Inc. has been serving Colorado and surrounding areas for over 12 years. Contact our office to learn more at 303-466-7864 or email info@staffscapes.com.

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

Are you looking to make your business great? Let a PEO help you go from Good to Great.

In Jim Collins book "Good to Great" he talks about getting the right people on the bus. How can I get the right people on the bus in these tough times without hiring more employees? By partnering with a Professional Employer organization or PEO you are getting a large dedicated staff to help grow your business. Imagine how you can become an effective leader or manager if you did not have to worry about common and simple tasks that are non-revenue generating aspects of a business such as Payroll, Benefits, and HR management. A PEO allows you to get back to managing and running your business. Did you get into business to handle COBRA, Unemployment and workers compensation claims? StaffScapes a PEO will partner with business owners to take their business from "Good to Great".

Contact a PEO today to begin this journey.

See Also

• Good To Great
  Jim Collins home page

Claims Managament with Pinnacol Assurance

Have you every wandered if you are managing a workers compensation claim correctly. Come learn the in’s and outs of claim management with Kay Carnahan Director-Agent Loss management Programs of Pinnacol Assurance

Wednesday, September 10, 2008

1:30-2:30

Pinnacol Assurance Offices

7501 E Lowry Blvd.

Denver, Co 80240

For further information on claims management and what you should do during an injury contact StaffScapes a leading Professional Employer Organization serving the Rocky Mountain region.

See Also

• Pinnacol Assurance
  home page

PEO’s are looking forward to the new licensing rules going into effect in January.

January 2009 will provide a new change for PEO’s in Colorado. All Professional Employer Organizations will have to receive certification from the state. Here at StaffScapes, Inc. we welcome the change. With most other states requiring certification for PEO’s we see how important it is to accept this change. Being certified will allow greater assurance to the marketplace, which includes insurance companies, current and future business clients and regulators.  The criteria for the certification the PEO gets will be based on the PEO’s ongoing performance. Please contact us in January for an update.

Auditors finding “Good Faith” for small business using a PEO.

During a recent conversation and review of a Department of Labor audit with a client I mentioned how the auditor used the term "Good Faith" during the audit. This came from her finding out that the employer was using a Professional Employer Organization (PEO). Once we as the clients PEO contacted the auditor the auditor was happy and willing to work with StaffScapes to gather and provide information pertaining to the claim. 

The audit came about after a client terminated an employee and that employee felt that he was due overtime pay. The employee was an exempt manager and was paid on a salary basis. During the audit it was determined that the employee was correctly classified and was not due any overtime pay.

I believe that the PEO relationship helped this audit go in the correct direction for our PEO client. Once the Auditor found out that the client was using a PEO she mentioned that it is good to see business making a good faith judgement in following the rules and regulations around having employees and employment. The PEO relationship allowed the client to focus on his business and marketing of that business and allowed the PEO to work on the business of employment. Because of this the employer had all the correct job descriptions, hiring and firing responsibilities laid out in the employers handbook. With that and the easily accessed time records we kept as the PEO the auditor was able to make a quick decision in this case.

Before the auditor came out to the work site we meet with our client to review the audit procedure. Our client was not happy that he had to have an audit and wanted to make that point clear to the auditor the next day. We advised him to come into the meeting with a smile and to treat the auditor as a co-worker and not to be confrontational. The auditor could have opened the audit to both of his business and not keep it focused to the claim at hand. It was decided early on that we would be at the meeting and help run the meeting with the auditor so as the correct questions would be answered and no additional information would be provided in less it was relevant to the discussion.

In the end the client had to meet with the auditor for a little over an hour. The audit went in the clients favor and no wrong doing was found. As the PEO we did suggest to the client how he can improve how he hires and fires.

Creating a good faith PEO relationship properly saved this client from having an audit go the wrong way.

See Also

• Human Resource Solution center
  The StaffScapes Advantage

PEO’s providing certainty in rough economic times.

With the recent uncertainty in the stock market, banks selling one after another and business struggling with increasing cost. It is tougher than ever for small and medium sized business to control cost. By partnering with a PEO you are joining many other business to take advantage of one workers compensation policy, unemployment account and many other employee benefit programs.  Contact StaffScapes to learn more about this value added service, your employees will Thank You!

Don’t miss your exit. Join one of Colorado’s oldest PEO’s providing service in Colorado and across the nation.

By signing up with StaffScapes before December 12, 2008 you will receive one free month of service. Our way of providing a economic stimulus package.

See Also

• StaffScapes.com
  Free Quote

Ever wonder what a PEO does? Or what does a PEO have to offer? Hopefully this insight will clear up some questions you may have.

PEO stands for Professional Employer Organization. PEO’s can often reduce the cost of a business’s workers’ compensation rates, offer superior benefit plans that smaller company’s can not offer, and manage risk. They also offer assistance with human resources and employee questions as well as tribulations. When a company decides to sign on with a PEO the PEO then takes on the many responsibilities and liabilities that come with business ownership. They keep clients up to date with all compliances and safety issues making it easy for a business owner to concentrate more time to grow their business.

By outsourcing certain functions to StaffScapes it allows more time for businesses to simplify and allows more time for core activities of the business. StaffScapes, Inc takes time and dedication to administer each of our clients. We manage the risk, take care of compliance and costs associated with Human Resources. Compliance falls under all state and local government regulations. StaffScapes offers employees reliable paydays, quality health- vision – and dental insurance, a safe working setting, opportunities for retirement savings as well as quality human resource services for example employee manuals, grievance procedures and prompt communication which is said to increase job satisfaction and productivity in the work place.

Outsource your human resource and risk management efficiently and affordably today with StaffScapes.

I came across a very well written blog about PEO’s and wanted to share it with you.

I have my Google alerts set to find anything written about PEO’s and was alerted of this blog today. Chuck Newton writes:

Have You Ever Thought Of A PEO For Yourself?

See Also

• Have you ever thought of a PEO for yourself?
  Chuck Newton Blog

It’s everywhere.  Every day you probably follow a group, friend someone you haven’t talked to in 15 years, tweet that your newest video is posted on You Tube TM and make sure that you are LinkedIn TM.  Keeping up with Social Media is a part-time job of its own.  It’s fun, it promotes you and what you are doing and it can keep you in touch with those in your life.  However, setting aside all of the positive aspects of Social Networking, as a business owner you must consider how this impacts you and your bottom line. 

Almost all employees have their own dedicated computer or access to a computer while on the job.  This makes it very easy to have access to the web and its opportunity for “surfing” when time should be devoted to work.  Surfing the internet while on a break or during a lunch hour is acceptable for some companies and can have positive effects on productivity.  Where it crosses the line is when an employee devotes more than their allotted break time to their social media status updates.  If you are paying your employees for time spent in non work related tasks, you are loosing revenue.  You don’t have to invest in surveillance equipment or micro-manage your employees.  But, what you should do is have a policy in place that clearly defines acceptable usage of company owned equipment and make sure that each employee clearly understands the consequences of unauthorized usage.  Should you need to reprimand an employee or terminate their employment, having a policy in place will pave the way to ensuring your decisions are supported by the Department of Labor. 

For more information on establishing company policies, contact StaffScapes at 303-466-7864 or info@staffscapes.com.

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

I turned on the news last night and watched as picture after picture was displayed showing the aftermath of the violent storms and devastating tornados that made their way across Oklahoma.  It happens every year across our great nation.  Buildings are destroyed, people are killed, and families go from enjoying an evening meal together to figuring out where they will sleep after their homes have been demolished.  Having been through several severe storms myself including the tornado that hit Windsor, CO in May, 2008, I am reminded that it is important to have a plan in place to deal with natural disasters when they occur.  As a business, it is your responsibility to provide a safe environment for your employees at your location.  You can’t prevent a natural disaster, but your can prepare for how to respond when the need arises.  Here are 3 Keys to help you get started:

1.  Have a written emergency evacuation procedure that includes floor plans and indicate exit locations and fire extinguishers.  Communicate these procedures with your staff

2.  Have an emergency kit stocked and accessible in each building of your business.  Include in this kit, contact phone numbers for medical treatment facilities in your area

3.  Have a designated location for all staff members to report to immediately after an emergency is declared.  Keep a staff roster with emergency contact information in an easily accessible location and account for all individuals by roll call to ensure safety and well-being of all employees

For more tips and information on preparing for an emergency, please contact us at 303-466-7864 or Eugena.Bellamy@StaffScapes.com for a complimentary copy of our whitepaper on developing your Emergency Response Plan.

During this economic recession, Colorado companies need to be aware of the CDLE’s ability to investigate companies looking for additional tax revenues.  The Colorado Department of Labor and Employment (CDLE) is required by House Bill HB09-1310, to accept complaints and conduct investigations regarding alleged misclassification of employees as independent contractors. An additional notification has also been added to the required Unemployment Notice Poster, alerting employees and contractors of their right to file a complaint.

Any person may file a written complaint alleging that an employer has misclassified an individual, who is performing work, as an independent contractor. After a complaint is received, the CDLE determines within 30 days whether an investigation is needed. If it is determined that an investigation is warranted, the CDLE will notify the company that an investigation will be conducted. Once the investigation is completed, the CDLE will issue a written order either dismissing the complaint or finding that the company has engaged in the act of misclassifying employees.

If an investigation finds that an employer has misclassified employees, the employer must pay all back taxes owed with interest. Additionally, the employer may be fined up to $5,000 per misclassified employee for the first misclassification and up to $25,000 per misclassified employee for a second or subsequent misclassification. In addition, upon a second or subsequent misclassification, the employer is prohibited from contracting with, or receiving any funds from, the state of Colorado for up to two years.

The law also allows an employer to request an advisory opinion. The opinion is available to employers seeking advice on proper classification of workers. If you would like to request an advisory opinion on whether you should classify individuals as employees or independent contractors a written, signed request must be submitted. Some of the questions CDLE will base their determination on are:

• Does the individual(s) have an independent trade, profession, or occupation? If so, what is that trade, profession, or occupation?

• How is the rate of pay determined? Is the individual paid a salary, hourly rate, fixed rate, contract rate, or by the completion of work?

• Does the individual(s) work exclusively for you?

• Do you oversee the actual work or instruct the individual as to how the work will be performed?

• Can you terminate the work the individual is performing at any time? If so, for what reasons?

• What training do you provide the individual(s)?

• What tools or benefits do you provide to the individual(s)?

• What materials and equipment do you provide to the individual(s)?

• What are the individual’s work hours? How is the time he or she works determined?

• How is the individual(s) paid? If by check, who is the check made payable to?

• Is the individual(s) business a part of your business? Is it separate and distinct?

Apple™ promotes its new Apple iPad™ as the “best way to experience the web, e-mail, photos and video.  Hands Down.”  We agree.  We also think that StaffScapes is the “best way to handle your human resources needs.  Period.”  Hundreds of people count on us weekly to be their “partners to answer questions regarding Human Resources, employee relations, process payroll, assist with workers’ compensation and unemployment claims and much more”, said Jim Thibodeau, President of StaffScapes, Inc. 

From today through Labor Day, StaffScapes will be providing one Apple iPad™ to any person or company that refers a qualifying* new client and who begins services by September 6, 2010.  This promotion is open to any client, employee, friend, relative or business associate of StaffScapes, Inc. Some restrictions apply.  For rules and regulations, please contact StaffScapes, Inc.  303-466-7864 or info@StaffScapes.com.

*see rules and regulations for qualified requirements.

Let’s face it, litigation is a fact we all have to deal with.  And, if you are a business owner, chances are even greater that at some point in your career you will be directly impacted.  Lora Manternach, Benefits Administrator for StaffScapes, Inc. recently attended a legal updates seminar presented by Fisher & Phillips, LLP.  Here’s a few key statistics that they shared that you need to know:
 
1.    Lawsuits are up almost 400% over the past 20 years
2.    Most common target for lawsuits is private employers with 5-100 employees
3.    In federal court, 67% of all awards exceed $100,000 with the average compensatory damages awarded at almost $500,000

One large area of litigation centers around EEOC (Equal Employment Opportunity Commission) claims.  As expected, filings have increased and in fact set a record high of 95,402 in 2008.  This marked a 15.2 % increase from the year before.  The response is that the EEOC has become more aggressive aided by a $23 million dollar budget increase.  After hiring an additional 300 employees, the EEOC has collected $274 million, filed 290 “merit” lawsuits, focused additional attention to class actions and systemic violations and worked to change enforcement policies.

What’s the best way to mitigate potential claims?  We recommend establishing policies and procedures and/or making sure current handbooks are up to date.  Keeping consistent is key in how you deal with daily operational situations.  For further assistance, please contact StaffScapes, Inc. at 303-466-7864 or info@StaffScapes.com.

Summer is here!  With no papers to write or tests to take, many high school and college students are hanging out at the pool enjoying their much anticipated time off.  But many others are looking to earn some extra money and a chance to improve their skills.  For many employers, this is a great opportunity to get caught up on tasks without the need to hire an employee long-term.  Due to the planned length of employment and the demographic involved, some employers easily confuse these jobs believing that the on the job training students receive qualifies as an internship and may offer the position as unpaid.  The Fair Labor Standards Act (FLSA) has specific requirements you need to know when evaluating the type of position you have available.  To qualify for an unpaid internship, the following criteria must be met according to the Department of Labor:

1.    The internship must be similar to the training the student would receive in an educational environment.
2.    The experience will benefit the intern.
3.    The intern does not take the place of another employee and is supervised by existing staff.
4.    The employer receives no immediate advantage from employing the intern and may in fact have their operations interrupted due to the training involved. Typically, more supervision and training is required for the intern compared to other employees. 
5.    The intern is not guaranteed a job at the end of the internship period.
6.    The employer and the intern understand that the intern is not eligible for wages for the time spent in the internship.

If all of the above criteria are not met, chances are the position would be viewed as an employment relationship and would be subject to wage and hour laws.  For more information, please review this Fact Sheet.

For further assistance or more information, please contact StaffScapes, Inc. at 303-466-7864 or info@StaffScapes.com

Cell phones are a way of life.  We update our Facebook accounts, check e-mail, find a restaurant, text our significant others and even occasionally talk to someone.  But increasingly, cell phones are becoming a vehicle for what is being labeled as “textual harassment” or harassment via text messages.  It’s easy to discount, thinking that this is a simple issue and one that won’t ever affect you, but “textual harassment” is becoming a problem for all age groups and it is an issue that employers must deal with.

Employees today are using their cell phones as new weapons for sending threatening and abusive messages to co-workers.  They are spreading non truths about others including their supervisors and/or the companies they work for.  They are sexually harassing colleagues and employees alike and even bullying co-workers.  Considering all of this, it is important for employers to have clear policies in their handbooks that detail what is and is not acceptable when it comes to texting.  This form of harassment can also apply to social media posting. When drafting your policies, consider the usage of not only personal cell phones but also privacy issues related to company paid for and company reimbursed cell phones as well. Once your policies are in place, you should establish training for staff members that explains your position and outlines procedures for complaints to management.  Dealing with reports immediately, documenting the complaint, investigating the claim and evaluating the evidence for potential corrective action will go a long way in defending you and your company should the EEOC get involved. 

StaffScapes is experienced in dealing with claims of textual harassment and works with its clients to have clear policies established.  For more information or assistance for your company, please call StaffScapes at 303-466-7864.

Every day we all do hundreds of tasks that seem routine and we don’t view them as being dangerous.  We often think things like “Slips and falls only happen to uncoordinated people” or “I work in an office, not around heavy equipment so nothing will happen to me”.  But that is far from the truth.  Several times a month, we get a workers’ compensation call from a client or employee and most often, these are calls about simple injuries that end up costing a lot of money for treatment.  For example, the employee that can’t work for 12 weeks because they tripped over a box sitting in the hallway and broke their ankle.  Or the item that Sally was sure she could reach and now she has pulled a muscle and requires physical therapy. 

It’s easy to forget about safety on a daily basis, but we want to remind you how important training and following the safety rules really is.  One little wrong move can change your life in an instant.  Here are some key points we want you to remember:

• Keep all boxes away from doorways and emergency exits
• When lifting anything off of the floor, squat and lift straight up.  Do not bend over to pick the item up
• Do not stand on a chair or box to get an item off of a shelf
• Do not stand on the very top of a ladder
• Don’t run, walk
• Close desk drawers or cabinets to prevent injuries
• Tape down electrical cords that must be in walking paths
• If you see something you feel is unsafe, contact your manager for assistance
• Use chemicals properly and follow all instructions
• Wipe up all spills
• Only open one cabinet drawer at a time
• Ask for help when moving large or heavy objects
• Always wear protective equipment

These are just a few suggestions.  We encourage you to review your safety practices and if you need additional advice or a safety review, please contact StaffScapes today!

Are all unemployed candidates a risk to hire?  Were they laid off or fired solely for performance?  If they have been out of work for some time, does that mean that they are unqualified since no one has hired them yet?  These are valid questions, however, many applicants in today’s market are typically available longer and are still excellent candidates. 

So, how can you fairly evaluate candidates and eliminate the non-qualified and hire the top performers?  According to an article in Staffing Industry Review by Margaret Steen, Ms. Steen offers the following 10 questions to ask and/or consider during your interview to find the best unemployed candidate(s):

1. How does the candidate explain being out of work?
2. What is the candidate doing while unemployed?
3. In which round of layoffs was the person let go?
4. What does the candidate’s employment pattern show?
5. Where has the candidate worked in the past?
6. Was the candidate referred to you?
7. Does the candidate have the right skills?
8. Are there subtle red flags?
9. What do you learn from an extensive reference check?
10. What does the candidate’s body language tell you?

These points of discussion or observation should help you communicate with candidates to clearly determine the reasons for separation, skills and the probability for the potential new hire to not only contribute to your business but also have some longevity.