Oasis HR Outsourcing Todays Employment Challenges The Good The Bad - PowerPoint PPT Presentation

Oasis HR Outsourcing

Today’s Employment Challenges The Good The Bad And The Ugly!

Today’s Business Challenges • Attract and Retaining Great Employees • Obtaining Competitive Employee Benefits • Employment Administrative Activities • Complex Employment Legal Environment • Healthcare Reform • Rising Business Costs • Limited Human Resources Support • Get your product or services sold Not Enough Time in the Day!

The Good • You represent 1 of 28 Million Small Businesses in the US. • You employ more people combined than any other group. • You create more innovation. • You contribute more $ to this economy in taxes, payroll, buying of services and products. • Business owners are the richest group per capita. • YOU ARE GOOD!

The Good Hiring Job Descriptions a) What to include b) What not to include Offer Letter a) Be descriptive of role b) conditions of employment c) Compensation should be based in pay/hour or pay period, not annually! Pay Options Exempt vs. non-exempt… there is nothing in between! 1099’s …UGH!

The Good You’re Hired! Paperwork a) Employee Folder (name, address, contacts, phone #’s) b) W-4 (so they get paid) c) I-9’s (so they can legally work/in separate folder) d) Workers Compensation (on the job insurance) e) Employee Poster in public area (know their rights) f) Employee Handbook…optional (know your rights)

The Bad Your newest business partner

The Bad Rules, Regulations and Regulators

The Ugly Fine$ and Penaltie$ Section 9 of the Fair Labor Standards Amendments of 1989 amended section 16(e) of the Act to provide that any person who repeatedly or willfully violates the minimum wage (section 6) or overtime provisions (section 7) of the Act shall be subject to a civil money penalty not to exceed $1,000 for each such violation. In Massachusetts, under the so-called Treble Damages Law employees who prevail in their wage and hour lawsuits shall receive treble damages (3X times the amount of damages), attorneys' fees and litigation costs. [For violations of M.G.L. chapter 149, sections 27, 27F, 27G, 27H, 33E, 52D, 148, 148A, 148B, 150, 150C, 152, 152A, 159C; and chapter 151, sections 1B, 19 and 20.] Monetary penalties for knowingly hire and continuing to employ violations range from $375 to $16,000 per violation , with repeat offenders receiving penalties, at the higher end. Penalties for substantive violations, which includes failing to produce a Form I-9, range from $110 to $1,100 per violation.

Conclusion 1) Hire right the first time. 2) Create an Employer of Choice. 3) Focus on your strengths. 4) And Grow! Grow! Grow! Thank you Peter E. O’Neil poneil@oasisadvantage.com (617) 817-7844

Thank you Question & Answers Peter E. O’Neil poneil@oasisadvantage.com (617) 817-7844