It’s one of the great juggling acts company owners, managers and HR professionals have to perform every year: assembling a time-off calendar that satisfies each employee, while ensuring day-to-day operations carry on without a hitch. Regardless of the size of your company, it’s easy to drop the ball by allowing too many vacations at once or not having policies in place regarding seniority, rollover time, or blackout dates (to name a few). Here are some time-off management tips to keep your company culture up and your stress levels down:
The following blog is based on recent information that Accu Data Workforce Solutions has received from the IRS. We are presenting this in order to keep you in the know. However, please note that these are only “proposed” rules and as of yet are not confirmed. THERE IS NOTHING THAT YOU NEED TO DO AT THIS TIME. Accu Data will publish clarifications in the future as we receive further updates.
Recruiters and HR teams don’t need to work for large companies to find themselves buried in resumes and job applications. Hiring new employees can eat up hours, days, even weeks, depending on the position and the number of openings. That’s why—according to Capterra (a software solutions review service)—75% of large businesses use an applicant tracking system (ATS) to streamline the hiring process. In fact, Jobscan reports that 98% of Fortune 500 firms consider an ATS to be a must-use.
Successful small- and medium-size-business owners and managers realize that in everyday operations, cash flow is king. Keeping your money liquid while mitigating any surprises that may impact your cash flow is important to ensuring a stronger bottom line. Fortunately when it comes to making payments for your workers’ compensation premium, there is a smarter way to keep cash flow at a maximum, while preventing the possibility of being audited and having to dip into cash reserves to make up for insufficient contributions. The key is to eliminate up-front costs, while doing what you can to avoid a pesky – and costly – audit.
You’re in business because you care deeply about the products or services you provide to your customers or clients. And if you’re like 99 percent of business owners, you also do it to make money, and to ensure that next year is more profitable than this year. Smart business owners and HR managers know that one of the keys to success is keeping a sharp eye on expenses, and employees – both in terms of their time and their productivity.
Summer in the city might actually feel a lot cooler this year, thanks to a new law that gives workers in the City of New York more flexibility in their work schedules. Specifically, a new law that takes effect on July 18, 2018, will permit workers to make temporary work schedule changes to accommodate qualifying personal events.
Selecting a quality payroll provider is one of the most important decisions a business owner will make. There are multiple ways to go about it: You can thumb through the phone book; search online; get a recommendation from your accountant; or pick a payroll company at random and hope for the best.
It’s one of the oldest tricks in the book: An employee gets to work late, wants to clock out early or is a total no-show and recruits a co-worker to punch in or out for him or for her. It’s a sneaky way to get paid for work not done and solicit a co-conspirator to help make it happen — all while employers are left holding the bag. “Buddy punching,” as the practice is known, costs businesses millions of dollars annually, both in wages paid for non-existent workers, and in lost productivity. Not only that; buddy punching is considered in many cases to be fraud. It’s a crime, and it’s a bona fide punishable offense.
Wearing a uniform is sometimes an important aspect of an employee’s job. It identifies them as being a member of your service team, and it helps to promote your restaurant’s brand and enhance your reputation. Who is responsible for the cost of purchasing a uniform, and what are the requirements in terms of paying for them?
If you’ve just hired a new employee, here’s something to consider: He or she doesn’t become a sanctioned employee in the eyes of the federal government, New York City or the State of New York until he or she gives you a completed I-9 form.