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Human Resources Outsourcing: One Size Does Not Fit All

Does "one size fits all" ever really fit anyone?  HR outsourcing, an increasingly popular choice, particularly among franchisees, is no exception, where customizing your service arrangement is key.  There are three primary types of human resources outsourcing arrangements in the industry: co-employment (also referred to as employee leasing), human resources outsourcing (HRO), and administrative services outsourcing (ASO). 

Flexible, service-oriented PEOs understand that one size does not fit all.  Franchisees are encouraged to communicate openly with the PEO about their human resources needs in order to determine which outsourcing arrangement works best.  This type of customization ensures expectations are understood, and the franchisee is satisfied with the services it receives from the PEO, creating a long-term and rewarding relationship for both parties. Read the complete article on Franchise Expo.

Four legal points to consider regarding military employees

Both the federal government and nearly 30 states have laws that offer protections to military employees and their families. As more and more military force turns to reserve members, legislators will face more pressure to ensure the needs of military employees and their families are still being met. These four legal points will help employers navigate the nuances of military employees. Military employees have the right to be re-employed when they return from their service: USERRA (the uniformed services employment and reemployment rights act) requires that companies re-employ military members after they’ve served, whether their service was mandatory or voluntary.  Companies cannot require military members to use paid time off: While the FMLA (Family and Medical Leave Act) does allow employers to require employees to utilize paid time off for an approved absence, USERRA does not allow employers to make the same requirements of military employees. The military employee has the right to ch ...

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There are several cases going before the Supreme Court in 2016 that could impact the benefit landscape for employers.

Repayment of monies collected: In the case Montanile vs. Board of Trustees of the National Elevator Industry Health Plan the court will have to determine of a participant in a benefit plan that is run by the Employee Retirement and Income Security Act can become exempt from an agreement to repay health care benefits from the earnings of a lawsuit that arose from a car accident by spending the money before it can be paid. Benefit plan sponsors might be impacted by the decision in this case in the future. If Montanile is to win the case, the precedent might be that overpayments that have been spent cannot be recovered in the future. Mandated birth control: The Supreme Court announced in late 2015 that it would hear more than six cases related to the boundaries that employers can push to avoid employees getting birth control from employer-sponsored health care plans. In 2014, SCOTUS ruled in favor of Hobby Lobby. In the case, the court found that the Religious Freed Restoration Act (RFRA) was violated w ...

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Mistakes made by Workers Comp Adjusters Can Cost You Money!

Being an adjuster isn’t exactly an easy job. There are a ton of headaches that accompany the difficult tasks that are involved and there are many concerned parties to coordinate. It’s also easy to make mistakes that can cost everyone money. Mistakes can get passed on to you by way of higher workers compensation premiums. That’s why it’s important for you to know as much as you can to help your cause in this area. Here are some things to keep in mind and items to discuss with your adjuster as you see fit: Investigations should always be done. Claims that are not reported when they happen and Monday morning claims should always be investigated. No investigation could mean paying out for unnecessary work comp claims. Worker’s comp adjusters are not versed at third-party liability situations (where there is a right of recovery from a third party). This is because adjusters are only trained in workers compensation claim handling. Adjusters should always make sure they und ...

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Anticipating employee reaction to the CEO-employee pay gap

Companies should be aware of the reactions they might get from their employees once they disclose the difference between their CEO’s salary and the average employee’s salary starting in 2017. Although it’s no secret that CEO’s and executive leadership make a considerably higher amount of money than the associates that work for their organizations, that doesn’t mean the conversation doesn’t spark controversy. It might, however, change in 2017. Companies have had to disclose CEO salaries for some time now. The average employee’s financial information isn’t shared as frequently, making it more challenging to see just how much more the executive leadership is making. The Securities and Exchange Commission (SEC) approved a rule last August that will require organizations to regularly disclose the difference in pay between CEOs and employees as of 2017. The idea is to give shareholders and stakeholders a better understanding of the financials of the company. Exp ...

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