When you’re working with a human resource consulting company in Tampa, there are many things you can do to help make the working relationship as effective as possible. First of all, regular communication is key. Here are some other tips for working with human resource consulting companies in Tampa: Make time for regular conversation. You should set up regular conference calls with everyone involved. The calls should be weekly or bi-weekly. Of course, if you are working on a specific situation or issue, the calls would be more regular. In addition, make sure to have the occasional face-to-face meeting to keep your relationship with your point people secure. This level of relationship can help on those occasions when tough employee situations develop and you want to be on a first-name basis with your HR outsource. A local Tampa human resource consulting firm should understand your local issues. Ask about how partnering with a local HR outsource is good for you. The consulting firm should be ab ...

Depending on what business you run, there may be many reasons to use your own firm for personal needs. Any business related to home maintenance or home improvement would seem to be a obvious candidate. How easy would it be to ask one of your lawn maintenance crews to swing by your house to work on your own lawn? Consider that you may be blurring the line between being an employer and being personally exposed to liability during their work. Recently, a California construction company owner hired his own firm to build himself a new townhouse. After a construction worker was injured on the site, he sued the business owner on the basis of personal liability. In Charles DeFrates VS Robert Clark, Clark (the business owner) was deemed by the court to be acting as an employer regarding his relationship to the building of the townhouse. Clark denied permission for DeFrates to utilize roof jacks instead of building a scaffold from supplied materials. After the employee neglected to build the scaffold, DeFrates fell ...

Around 2008, many companies were beginning to reduce their support of 401(k) plans due to financial uncertainty. A recent survey by the PSCA shows a growing trend to re-instate plans again. According to the survey, over 50% of the plans that stopped their employee matching contribution, have started matching again. Though this is encouraging news regarding confidence in the marketplace, almost 14% of all the 401(k) plans since 2008 have not restored their contributions. Investment choices within 401(k) plans are being changed frequently The investment choices of the 401(k) plans are receiving immense focus from HR departments. 63% of the plans changed their investment lineup in the last year, according to the survey. Employee education is on the rise The PSCA survey also indicated companies are ramping up their education plans for employees. Employees are being offered more chances to get educated about the retirement options provided by their companies so they can make the correct choices for th ...

25 years ago, commuter benefits began to immerge in legislation and tax codes. The general goal of these changes was to reduce the number of single occupancy vehicles commuting every day. The 2010 Commuter Benefit Impact Survey reports that companies that avoid offering tax-free commuter benefits have half as many nonsingle-occupancy-vehicle commuters as companies that do offer the benefit. This indicates that offering tax-free benefits to employees does work to encourage the use of public transportation and carpooling. The survey goes on to state that 75 percent of companies thing they should support the use of public transportation. The key factor in this directive is to ease an employee’s commute costs. In addition, the companies state these kinds of benefits enhance their overall benefits packages, which helps with recruiting and retention. The Revenue Code, commonly called “commuter benefits”, allows youremployees to spend up to $230 per month in pretax dollars for transit and va ...

Granting longer leaves for maternity or disability can add dangerous complications for your employees and your HR staff responsible for communications with employees. The key is to understand the FMLA timelines. Under FMLA, employees are eligible to take 12 weeks of maternity leave. If your company offers a leave period longer than those 12 weeks, it creates a dangerous time gap. If your company health plan is self-funded, you probably have a reinsurance policy in place to limit your company risk. The reinsurer’s policies are most likely modeled around the 12 week maternity leave time limits. So, if your employee takes more leave and amasses more medical bills outside of that 12 week FMLA window, but inside your company’s longer leave policy, then the issue of insurance coverage for those medical bills arises. This happens if the employee gets to the end of the 12 week FMLA coverage window and then takes short-term disability. The reinsurer may reject the notion that it has obligation to those m ...