Guest post by Saxons Group.
The next generation in recruitment software promises to make life easier for human resources staff and professional recruiters, while also presenting a distinct advantage in cost savings. In fact, cloud-based recruiting will provide businesses with a number of advantages over traditional software applications.
Here are four benefits to using cloud-based software to recruit top candidates:
1. It’s cost-effective
With cloud-based software, you are not required to purchase expensive licenses or employ an army of IT staff to maintain locally installed software programs. With this kind of Software as a Service (SaaS), you simply pay for exactly what you need, for however long you need it. Continue reading this entry →
This article is the second in a three-part series on the EEO-1 Report and EEOC Compliance
The EEO-1 Report is serious business for companies who are required to file by the Equal Employment Opportunity Commission (EEOC). Here’s why:
- Failure to provide an accurate and timely report could subject your company to legal fees, fines and loss of government contracts, as well as debarment from future government contracts.
- On the other hand, filing an accurate and timely EEO-1 Report can help the EEOC enforce civil rights on a national scale by providing invaluable data.
No business owner wants to pay government penalties. But if your company fails to provide an EEO-1 Report on time, or if the EEOC discovers that your report contains inaccurate information, you could end up writing an extra check to the federal government. Read on to learn more about the importance of filing an accurate EEO-1 Report. Continue reading this entry →
Guest post by ApplicantStack
Your employees are the single most important investment you’ll make in your business. Smart, engaged employees can help your company grow by proactively tackling challenges and continually improving service. Lackluster employees can drag down even the most fundamentally solid business.
Top employers have refined the art of casting wide nets for employees and separating the wheat from the chaff. Consider these strategies in your next round of recruiting to get top performers onboard at your business:
1) Use Self-Selection to Find the Most Motivated Candidates
Just because an applicant has filled out a resume doesn’t mean your company is the employer of greatest interest to them. To get the most motivated employees, host an open house or other event to gauge applicant interest. The most motivated candidates will show up for your event, allowing you to narrow down your list. Continue reading this entry →
As of July 1, 2015, a new earned sick time law in Massachusetts requires all Massachusetts businesses to provide sick time for their employees. If you are a Massachusetts business owner, this new law could have a significant impact on your business. Here is what you need to know to be prepared:
Which businesses will be impacted?
Under the earned sick time law, businesses with 11 or more employees are now required to provide one hour of paid sick time for every 30 hours worked. Businesses with 10 or fewer employees must allow unpaid sick time of one hour per every 30 hours worked.
What if my business already provides paid time off?
Companies that have a paid sick time policy in place as of May 1, 2015 are given a “safe harbor” period through January 1, 2016 to comply with the new law, provided certain conditions are met. While many companies already provide paid time off to their employees, the time earned is typically part of the company’s “use it or lose it” policy – often requiring that employees utilize their earned time by the end of the calendar year. However, the new Massachusetts earned sick time law requires that unused sick days be accrued and carried forward into the next year, up to a maximum of 40 hours of accrued time. Continue reading this entry →
This post is part of the TriNet ongoing series about the Affordable Care Act and its effects on small business.
If you’re a midsize business owner, you may have heard that you will soon be required to report health plan coverage information to full-time employees and the IRS. This is a new Affordable Care Act (ACA) requirement under Section 6056 of the Internal Revenue Code.
The first reports must be filed early in 2016 and the recently signed Trade Preferences Extension Act of 2015 more than doubled the penalty for companies that fail to file correct information returns by the deadlines.
While this news is serious for your business, there is no need to panic – if you are prepared. Here is what you need to know to remain compliant with the ACA reporting requirements.
First, figure out if you are required to report
To know if you are required to report 2015 health plan coverage to the IRS, first you will need to determine if you’re considered an applicable large employer (ALE). The TriNet ALE Calculation Fact Sheet will help you decide if you are an ALE under ACA guidelines for the 2015 calendar year. In general, an ALE is a company that employed a monthly average of 50 or more full-time employees, including full-time equivalent employees, in the previous calendar year. Continue reading this entry →