Private Club Payroll & HR Essentials

 

ClubPay's blog will provide timely thought provoking articles that position you to respond confidently to the unique challenges faced in today's employment market.  We will provide you with important information and perspectives on how to protect your club, build your team and retain your best staff. 

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Understanding Your Club’s Pay Obligations for Travel Time

  
  
  
  

For many employers, sending employees out into the big, wide world to perform their job duties is an everyday occurrence. However, many Club employers are not aware of the situational details that may make time compensable or not compensable for non-exempt employees. Club Employers must consider both state and federal law surrounding travel time pay and then apply the most generous policy to the employee.

Home-to-Work and Work-to-Home Travel – Employers are not obligated to pay an employee for their time spent commuting no matter how far away they live. If it’s part of their normal commuting time, it’s unpaid.

Worksite to Worksite Travel – If an employee must travel in order to accomplish the day’s work this time counts as paid time. This is common for service and maintenance employees.

Employee TravelOne-Day Travel to Another City – Should an employee travel to and return from another city in a workday, that time counts as hours worked. However, the employer is not required to count the time that an employee would normally be commuting to their regular worksite.

Overnight Travel – When an employee travels overnight on company business, hours spent traveling over the employee’s normal work hours generally count as compensable time (no matter what day of the week the employee traveled on).

It is key for employers to understand that the obligation for keeping track of hours worked for a non-exempt employee lies with the employer under the Fair Labor Standards Act. Most employers will pass this duty off to their employees. That, however, does not release the employer from its duty. If an employer had reason to know that an employee was working though the time was not recorded, the employer is obligated to pay for that time actually spent working.

In order to avoid confusion and misunderstandings, we recommend having a written policy on travel time pay that is distributed it to employees. Employers may also safeguard themselves from preventable issues if they go over the policy with an employee prior to the employee embarking on company travel. If the employee will not have access to the company’s time clock system while traveling, employers should provide them with a timesheet to record their hours as they are worked.

In addition to travel time pay, many employers get hung up on the many details surrounding employee travel. Below are a few of those issues and what obligations an employer has to its employees.

Per Diem – Per diems are generally optional for employers. Travel time pay still applies when a per diem is provided.

Mileage Reimbursement – Employers who provide a mileage reimbursement for maintenance, wear and tear on an employee’s vehicle must also pay the employee for the travel time. We typically recommend the standard IRS rate, which is currently 56 cents per business mile driven.

Different Travel Time Rate – A different rate of pay for travel is allowed so long as the rate is not less than minimum wage. This should be clearly communicated in writing prior to the beginning of the travel.

Calculating Overtime – An employer must count travel hours when calculating overtime pay for a workweek.

Wage and Hour ComplianceWage and hour problems occur when an employer isn’t familiar with their pay obligations for non-exempt travel time pay. Knowing that compensation for travel time depends on the kind of traveling the employee is doing and when the travel time takes place, can help an employer avoid expensive omissions from an employee’s pay.

“Understanding Employer Pay Obligations for Travel Time” HR Advisor Newsletter: November 2014

For more helpful Human Resource articles like this; contact our Club Payroll/HR Specialist for a free 1 month trial to ClubPay's HR Support Center: https://clubpay.myhrsupportcenter.com Contact Us: info@clubpayroll.com  

ClubPay Client SuccessClubPay cares passionately about what we do. 

When our clients have a need, we care about their concerns and have the expertise to help creatively solve even their most complex Club Payroll and HR challenges. Our ultimate Care is for our client’s success. 

ClubPay Client Success Webinar: FAQ we hear from Clubs…

Register to attend: Thursday, November 20th at 2:30pm EST  

Join us for our upcoming webinar demonstration to see how ClubPay handles some of the most Frequently Asked Questions regarding common compliance concerns we hear from our Club clients.  We will discuss how to easily manage Automatic Gratuities, the difference between Tips or Service Charges and show how to calculate overtime wages for tipped employees.  Plus, we’ll cover some crucial year-end tips to incorporate now and information you need to know to prepare for 2015 ACA requirements.  Register to attend: Thursday, November 20th at 2:30pm EST.

Are you looking for ways to stay abreast of the evolving regulatory environment and ensure compliance with the latest rules; ClubPay has enhanced Human Resource offerings to help.

Contact Us and learn how our HRO Service Assessment can help.

How to Set Up Your Club’s Projects for Success

  
  
  
  

I’m going out on a limb here to share my personal experience on a summer project I was tasked with and how working with people who Care, made what I thought was impossible, possible.  Typically, I post Club Management and HR Education articles on behalf of ClubPay; however today, my hope is by sharing a few insights of my project journey some might resonate to help with your next Club project. The first step to implement any successful project starts with people who Care to help you through.

How do people who Care, define Care?

Care is a simple four letter word so often misinterpreted and misused by our youth’s vernacular. A great example of this is expressed in “Weird Al” Yankovic’s Word Crime parody: Like “I could care less.” That means you do care, at least a little.  I predict if you approached someone right now and asked them to define Care they would need a moment to answer and if you asked five people to define Care, their answers would all differ.

Google Defines Care: noun 1) the provision of what is necessary for the health, welfare, maintenance, and protection of someone or something 2) serious attention or consideration applied to doing something correctly or to avoid damage or risk.
Care: verb 1) feel concern or interest; attach importance to something. 2) look after and provide for the needs of.

How I define -People who Care: encompass the noun and the verb definition of Care, plus Attitude.  Michael Crandal best defines Attitude, “Attitude is knowledge or experience, but with emotional impact.”

People who Care make a difference.

Working in the Private Club Industry, most of you already know the importance of having people who care employed at your Club. Clubs are a place where members go because they know they’ll be cared for.  However, there are a lot of companies we do business with who don't seem to get the "Care" concept with their customer projects, leaving unrealized benefits and frustrating transitions.

I was fortunate to work with a company whose Care helped me through our ClubPay video reanimation project this summer and because of their "Care Attitude” they met our nearly impossible objectives with ease.

I tried to convince our Video Project Director at Richter10.2 Media Group, there was no way they could possibly meet our team’s multiple demands for a successful video without starting from scratch.  He patiently listened to my rant, agreed our agenda would be no easy task, but felt it was a challenge they could meet and their ultimate goal was for me to have a final product I’d be proud to share with our team. 

Throughout the editing project stages, their people encompassed a Care Attitude, taking the time to listen and implement outrageous suggestions even when they knew a suggested change wouldn’t have a desired result, and then were quick to implement a better way to achieve our desired end goal.  With their Care, a project I had dreaded became a wonderfully successful experience and resulted in a ClubPay video that I am proud to share.

There is an incredible opportunity for those of us who do Care and you can see a Care Attitude shine at the most successful Clubs. Care is shown in the details; quality of meals, condition of the Club and grounds, the smile and personal greeting from the server.  People like to be around and do business with people who Care about them.  From my experience of working on both sides, 1) assisting ClubPay clients with their Employee Management projects, and 2) being a client of an outsourced service project; my word of advice for your next Club project is to partner with a company whose people Care to help you through.

ClubPay cares passionately about what we do. 

ClubPay Client SuccessWhen our clients have a need, we care about their concerns and have the expertise to help creatively solve even their most complex Club Payroll and HR challenges. Our ultimate Care is for our client’s success.

ClubPay Client Success Webinar: FAQ we hear from Clubs…
Register to attend: Thursday, November 20th at 2:30pm EST  

Join us for our upcoming webinar demonstration to see how ClubPay handles some of the most Frequently Asked Questions regarding common compliance concerns we hear from our Club clients.  We will show how to easily manage Automatic Gratuities, the difference between Tips or Service Charges and show how to calculate overtime wages for tipped employees.  Plus, we’ll cover some crucial year-end tips to incorporate now and information you need to know to prepare for 2015 ACA requirements.  Register to attend: Thursday, November 20th at 2:30pm EST.

Are you looking for ways to stay abreast of the evolving regulatory environment and ensure compliance with the latest rules; ClubPay has enhanced Human Resource offerings to help.

Contact Us and learn how our HRO Service Assessment can help.

Background Checks – What Your Club Can, and Cannot Do…

  
  
  
  

Use of available background information in your Club’s hiring and employment decisions is critical to its success. However and very importantly, there is an ever-evolving minefield of legal risk associated with the use of background information when qualifying a candidate.  During this hiring season, it is a good time to examine your current processes and be aware of what you can and cannot do with respect to background checks and  information.

The practice of securing background reporting information is compliant with the Fair Credit Reporting Act (FCRA) as long as the employer discloses to the applicant,  in writing, that the report may be obtained for employment-related purposes.  The FCRA requires not only notice to and consent from applicants/employees before doing a background check, but also requires notice to the applicant who is rejected based on the results of such a check, both before and immediately after the rejection decision is made.  The employer is required to follow an “adverse action procedure,” which includes sending the candidate a pre-adverse action notice, a copy of the consumer report, a final adverse action notice and a summary of rights under the FCRA. 

criminal background checksWhen do Background Checks Cross the Line?

The EEOC requires that all background checks be “job-related” and “consistent with business necessity.” For example, it is reasonable for a financial sector employer to conduct a credit history check on a job candidate. Also, the EEOC has established guidance for employers with respect to the use of criminal history information; the guidance differentiates between arrests and criminal convictions.  The guidance disallows employer from basking hiring decision on an applicant’s arrest record; the conviction record is the only criteria that may be considered.  An employer can consider a criminal conviction in employment disqualification or termination decisions but it must show that the conviction is “job related and consistent with business necessity”. 

When is a Criminal Conviction Disqualification “Job Related and Consistent with Business Necessity”?

EEOC Guidance Says There Are Two Ways For Employer to Establish:

(1) SCIENTIFIC/EXPERT VALIDATION--The employer validates the criminal conduct exclusion for the position in question in light of the Uniform Guidelines on Employee Selection Procedures (if there is data or analysis about criminal conduct as related to subsequent work performance or behaviors); or

(2) TARGETED SCREEN--The employer develops a targeted screen when considering disqualification/termination because of a criminal conviction, Employer must consider:

(1) Nature/Gravity of the Offense

(2) Time since conviction and/or completion of sentence; and

(3) Nature of the job sought or held

Extreme caution must use when basing an employment decision on an employee’s credit score or history too.  While the federal law allows employers to use an applicant’s credit history in the employment application process as long as doing so is job-related and consistent with business necessity, this practice may not be compliant with your state law.   Ten states currently have adapted limitations on the use of credit information for employment selection purposes.  Also, Federal law does not prohibit employers from inquiring about criminal convictions on an employment application.  However, ten states have passed legislation disallowing employers from asking about criminal convictions on job applications; also known as “ban the box”.

employee credit checksUltimately, Club’s should assess the specific role for which it is hiring and the relevance of an individual’s criminal or credit history information in making its employment selections. This will aid in determining the necessity for conducting the background checks on specific roles engaged in working with the public or financials and provide an opportunity to ensure your Club’s employee handbook is consistent with federal and state regulatory employment laws. 

Background Checks Best Practices 

  • šEliminate/Revise policies or practices that automatically exclude people from employment based on any criminal record.  
  • Review your handbook with a professional HR or Employment Law expert to ensure policies are compliant with Federal and State employment laws.
  • Document and be consistent in handling criminal convictions.
  • Train managers, hiring officials, and decision makers about the use of criminal background information and employment discrimination.
  • Keep information about applicants’ and employees’ criminal records confidential. Only use it for the purpose for which it was intended.

Now more than ever, all employers who seek or use background information face an increasing number of potential claims, we’ve covered a couple of potential pitfalls in this article, however there is an ever-evolving minefield of legal risk associated with background information.  To help navigate away from some of the most common legal pitfalls, download our complimentary white paper from ClubPay’s HR Education Seminar presented by HR and Legal experts to bring awareness of what a Club can and cannot do with respect to background information, and provide practical guidance for avoiding legal claims associated with background checks. 

Complimentary White Paper: "Background Checks- What you must know to protect Employees, Members & Club Assets"

Need help with your Club’s employee handbook review?  Contact Us to speak with a ClubPay HRO Specialist and learn how we can help reduce liability exposures for your Club. 

“Background Checks-When do they Cross the Line” HR Advisor Newsletter, September 2014: 

For more helpful Human Resource articles like this; be sure to ask our Club Payroll/HR Specialist for a free 1 month trial to ClubPay's Online HR Support Center. https://clubpay.myhrsupportcenter.com

Learn more about our extended Compliance and Risk Management services: Background ScreeningWorkers Compensation Managementand Unemployment Compensation.

We welcome your specific questions or inquiries posted below regarding Background Screening Compliance and will be happy to assist.

How Technology is Changing the Way Clubs Hire

  
  
  
  

Faster, Simpler and More Effective Hiring for Clubs

Recruiting and hiring the best requires more than merely placing a classified ad in the local newspaper and choosing the best option that shows up. In order to gain a competitive advantage and get the maximum return on your payroll investment, you must set the bar at hiring the “best” not the “best you can find”. To accomplish this, you must get creative and implement hiring processes that yield predictable results.

Your success begins with your Club’s recruitment effort.  To reach qualified Generation X & Millennial candidates, you have to meet them where they hang out – on the web.  Be sure to develop an overall strategy though,  just placing traditional ads on an expensive job board will most likely do nothing but increase your recruitment costs. Take some time to write out positions in a language that your target audience recognizes.

The best way to ensure good hires in today’s employment market is build an automated recruitment and hiring process that consistently yields qualified candidates.  In this case, you are looking for a high quantity, of high quality applicants in order to make the best possible hire.  By including a custom career site page on your Club website, you can showcase the Club’s work environment, job openings, share the positives about working at your Club, and attract those high quality candidates to apply online.  Be sure to include information about your Club's employee benefit offerings and culture – these things matter to today’s workforce!

To make certain your Club isn't missing those good hire opportunities, examine your current processes. How do you manage your applicants? Are applications and resumes stuck in a file folder and haphazardly passed down to the department heads? How do you screen your applicants? Do you ask them qualifying questions? Do you run background checks? When a potential employee visits your site to view current openings, do you capture his or her email address and keep them updated with your latest job postings?

ClubApplicant Career Site ExampleHiring the best is really no more complicated than hiring the best you can find. The difference is having systems in place.  With web-based hiring and application management systems, Club’s can easily streamline their recruitment and hiring processes to be current and compliant with employment regulatory laws.  An online applicant management system builds a custom careers site, online application process, searchable database of all applicants, keeps potential candidates up to date with current openings, and then routes applications to the designated hiring manager.

If you would like to see how online hiring and application management systems are changing the way Clubs hire, watch our ClubApplicant System Overview Demonstration Here.  

See how our ClubApplicant Hiring and Application Management System increases the number of qualified candidates with online employment applications and job-based screening questions.  Plus, overall recruitment costs and “time to hire” processes are reduced by pushing job postings out to online job boards, and automatic transfer of applicants demographic information to an "employee" for new hire processing in ClubPay’s Payroll/HR & Time systems.

Watch an overview demonstration of ClubApplicant Employer Career Site and Application Management System.

Every detail of the job application process is digitally captured and available to report and electronically track. Imagine being able to quickly review last season’s server applications at the beginning of this season. Review by screening questions to avoid pointless interviews with unqualified applicants. ClubApplicant's job applicant tracking allows you to track the source of your applicants to identify where your best quality job applicants are coming from. To save time and avoid issues, Affirmative Action and EEO reports are generated within seconds.

Learn More about ClubApplicant Service Features

Club Employee On-boarding: New Hire Prepping Tips

  
  
  
  

New Hire On boardingAlthough the term is not easily found in most reference books, the nationally recognized Society for Human Resource Management has defined it as, "the process by which new hires get adjusted to the social and performance aspects of their jobs". Club's are now focusing their investments in the development of on-boarding plans that quickly convert new employees into effective Club resources. Initiating an efficiently devised on-boarding plan provides a successful new hire transition into the Club culture, lessens the time to productivity, and decreases employee turnover.

On-boarding is more involved than only planning for an employee's first day. The process actually starts with recruiting efforts, followed by the hiring process, then continues through the orientation stage, and finally settles with the first year of employee integration into the company. On-boarding plans provide a new employee with the tools to easily perceive the culture of the organization and Club goals while lending them support as they quickly get up to speed and become a productive Club asset. Ultimately on-boarding plans reduce turnover and promotes long term employee retention with the Club.

Create an orientation program that provides more than collecting human resources, payroll, and benefit forms. Provide a comprehensive approach that extends throughout the first year of employment. The following is an overview of a successful on-boarding plan:

  • Establish checklists to define the on-boarding steps and timelines covering the first 90 days of employment.
  • During orientation, setup regular evaluations conveying mutual expectations, employee progression, and set forth responsibilities and goals to continue the effort toward new hire integration into the Club.
  • Emphasize the Club culture including protocols and procedures.
  • Implement employee mentoring programs to improve learning and training priorities and job specific expectations.
  • Initiate milestone reviews to communicate available employment progression opportunities.

On-boarding plans have the potential to make the new hire transition, efficient, and positive. By implementing a plan, Club benefits extend beyond time and money, the plan promotes long lasting, talented, and loyal employee relationships.

Click here to review the ClubPay Services that are available to enhance your On-boarding Planning endeavors.

"Onboarding:New Hire Prepping" ClubPay Quarterly News, June. 2014:

Would you like to learn how we can help reduce liability exposures for your Club? Contact Us to speak with a ClubPay HRO Specialist.

DOL wage and hourIs your Club prepared for a Wage and Hour Audit? Not sure how to respond. Download our complimentary HR Education Webinar discussion on ways to help your Club avoid or respond to a DOL Wage and Hour audit. 

 

 

See a full list of upcoming ClubPay Webinars.

 

 

Help Avoid a DOL Wage and Hour Audit - Webinar Download

  
  
  
  

Because of EEOC’s renewed focus on facially neutral employer policies that may have a “disparate impact” on protected classes of employees; it is prudent for Club Management to be thoroughly reviewing and auditing your Club’s policies and pay practices with an HR or Employment Law Professional.

For details about EEOC’s Strategic Plan and why all the hype now, when enforcement hasn’t been an issue… continue reading: Why it is Vital to Audit Your Club’s Pay Policies

How can HRO help?

The vast majority of Clubs opt for an “outsourced” strategy to relieve administrative burden, gain expertise and prevent liability. Clubs need protection more than a large company, yet many times either cannot afford the internal HR resources or aren’t really aware of their true exposure as an employer.  Given the trend towards Club Controller’s taking on increasing HR related responsibilities, and due to the current, sometimes confusing Federal and State employment regulations being imposed, an HRO approach has accelerated as a popular choice for Clubs “doing more for less”.  Even the most efficient employers and HR administrators are unable to devote the time required to make meaningful changes to Club policies and procedures.  Partnering with an HR Outsourcer helps an employer achieve relief.  Other reasons to outsource include:

  1. Access to outside expertise.
  2. Remain up-to-date with rapidly changing employment environment.
  3. Eliminate high volume of low-value transactional activities.
  4. Reduce management distractions away from core business.
  5. Leverage existing staff to focus on key competencies.

Partnering with an HR Outsourcing Service can help mitigate HR issues but also, can offer greater budget flexibility and control.  Club’s now have the flexibility to pay for HR service in areas they need and professional HR expertise when they need it.

Our HRO Service… We assist each ClubPay HRO client with an initial assessment of their current HR practices and procedures to ensure we work as a partner for future growth.  To address the diverse needs of each Club HRO client we start the assessment with a custom employee handbook and build from there to determine what, if any future advanced HR support will be required.  Our HRO platform ensures that every client receives not only compliance protection, but also provides an opportunity to take advantage of our advanced Club HR Consulting services.

For a full list of ClubPay's HRO Services, View Brochure Here

Wage and Hour AuditIs your Club prepared for a Wage and Hour Audit? Not sure how to respond. Download our complimentary HR Education Webinar discussion on ways to help your Club avoid or respond to a DOL Wage and Hour audit.  

    

 

The time to consider an HR Strategy at your Club has passed; now is the time to implement an HR Strategy!

Are there aspects of your Club’s existing HR practices that are unsatisfactory or could benefit from improvement?  

Contact Us and learn how our HRO Service Assessment can help.  


 

 

 

 

 

 

 

Why it is Vital to Audit Your Club’s Pay Policies

  
  
  
  

Be prepared for DOL AuditOne of the most pressing concerns stated by Club Management is Human Resource issues. Often times Clubs either cannot afford internal HR resources or are unable to devote the administrative time needed to understand their exposure risks and implement the required changes to Club Policies in order to be fully compliant with the latest mandates.   Now, due to DOL’s increase of enforcement to conduct targeted Wage and Hour investigations within the hospitality industry; EEOC may simply call or show up at your Club’s doorstep, without charge, and request your policy and pay practice information.

What has changed?

What’s driving the HR Outsourcing trend for the Club Industry …  As the government regulation/mandates rise combined with their public education efforts on employee rights, so have the number of class action lawsuits risen against the hotel and hospitality industry.  Currently, due to the indication of widespread violations within the industry, the DOL has authorized an increase of enforcement to conduct targeted Wage and Hour investigations.  Pressure from political influences, increased tax revenues, unemployment, increased regulation and litigation, has created an ”HR Perfect Storm” for private clubs. 

Club Management's approach to HR administration can no longer be “if” we’re investigated and instead, needs to be “when” an investigation occurs, how to respond?

Why all the hype about HR Strategy now, when it hasn’t been an issue… The EEOC’s new guidance is technically not a fundamental departure from a decade ago; the key difference is under the current administration’s emphasis on employment related federal law and regulation. EEOC is now able to take a stronger stand on enforcement and has identified a number of new “emerging issues” to include enforcement of.  As the EEOC closes in on the half-way point of its 2012-2016 Strategic Enforcement Plan (SEP), it shows the agency has met some of the performance measures, but fell short on others, signaling that the agency may double-down in its 2014 enforcement efforts to make up for the goals its missed.

EEOC LitigationThe EEOC means business; by the end of the FY 2013, the EEOC had launched 300 systemic investigations resulting in 63 settlements or conciliation agreements that recovered approximately $40 million.  They continue to make strides to achieve the agency’s stated litigation docket goal to ensure that systemic cases make up 22% to 24% by 2016. Systemic suits comprised 16% of all merits filings in 2013, and by the end of the year represented 23.4% of all active merit suits; the largest proportion since FY 2006. The EEOC also obtained the highest level of monetary relief ever obtained by the Commission through the administrative process, securing $372.1 million in monetary benefits based on the resolution of administrative charges.

How EEOC is meeting their Strategic Enforcement Plan Goals…With a multifaceted effort to aggressively target employer policies for potential “Disparate Impact” and a broad range of “emerging issues”.  One example of EEOC’s new enforcement program is pursuit of its authority to enforce the Equal Pay Act that specifically empowers the EEOC to conduct “Directed Investigations”.   This means, EEOC can conduct an audit of employer pay practices without having to wait for a charge to be filed to investigate alleged Title VII violations; EEOC may simply call or show up at your Club’s doorstep and request your policies and pay practice information.  These audits open the door for them to seek other potential “systemic” or “disparate impact” problems to investigate further.  

EEOC protected groupsBecause of EEOC’s renewed focus on facially neutral employer policies that may have a “disparate impact” on protected classes of employees; it is prudent for Club Management to be thoroughly reviewing and auditing your Club’s policies and pay practices with an HR or Employment Law Professional.

How can HRO help?

The vast majority of Clubs opt for an “outsourced” strategy to relieve administrative burden, gain expertise and prevent liability. Clubs need protection more than a large company, yet many times either cannot afford the internal HR resources or aren’t really aware of their true exposure as an employer.  Given the trend towards Club Controller’s taking on increasing HR related responsibilities, and due to the current, sometimes confusing Federal and State employment regulations being imposed, an HRO approach has accelerated as a popular choice for Clubs “doing more for less”.  Even the most efficient employers are unable to devote the time required to make meaningful changes to Club policies and procedures.  Partnering with an HR Outsourcer helps an employer achieve relief.  Other reasons to outsource include:

  1. Access to outside expertise.
  2. Remain up-to-date with rapidly changing employment environment.
  3. Eliminate high volume of low-value transactional activities.
  4. Reduce management distractions away from core business.
  5. Leverage existing staff to focus on key competencies.

Partnering with an HR Outsourcing Service can help mitigate HR issues but also, can offer greater budget flexibility and control.  Club’s now have the flexibility to pay for HR service in areas they need and professional HR expertise when they need it.

Our HRO Service… We assist each ClubPay HRO client with an initial assessment of their current HR practices and procedures to ensure we work as a partner for future growth.  To address the diverse needs of each Club HRO client we start the assessment with a custom employee handbook and build from there to determine what, if any future advanced HR support will be required.  Our HRO platform ensures that every client receives not only compliance protection, but also provides an opportunity to take advantage of our advanced Club HR Consulting services.

The time to consider an HR Strategy at your Club has passed; now is the time to implement an HR Strategy!

Are there aspects of your Club’s existing HR practices that are unsatisfactory or could benefit from improvement?  

Contact Us and learn how our HRO Service Assessment can help.

For a full list of ClubPay's HRO Services, View Brochure Here


Meet Our Club Industry HR Expert, Clare Vazquez

  
  
  
  

Register todaWage & Hour Audity, for ClubPay’s Education Webinar discussion: Is your Club prepared for a Wage and Hour Audit?  Our HR Partner, Clare Vazquez will share with us why the number of wage and hour class action lawsuits are on the rise and offer relevant information that may help your Club avoid or be prepared for a DOL Wage and Hour Audit.

Clare Vazquez’s diverse HR background has enabled her to bring an innovative, practical and fresh perspective to HR issues. She has consulted with many Fortune 500 companies across a wide variety of industries including hospitality. Clare is an experienced leader performing a principal role in conducting harassment investigations, policies and procedures development, talent acquisition and selection, organizational leadership, and recruitment process.

We are proud to have Clare’s expertise on our Club HR team; with Clare’s Club Industry experience and knowledge of Labor and Employment Law she is a perfect fit to help our Club clients respond confidently to the unique challenges in today's employment market.  ClubPay is committed to identifying opportunities to support and deliver value to our customers and the Club Industry at large.  As an example of our “make a difference” philosophy we invite you to join us for our complimentary education webinar: Is your Club prepared for a Wage and Hour Audit?

During the Wage and Hour Seminar you’ll find answers to the big question, including:

  • When is an employee exempt from wage and hour laws?
  • Common problem areas that may be the focus of an audit, including exemptions, off-the-clock work, break and meal periods, and recordkeeping; and
  • Dos and don'ts for responding to a DOL wage and hour audit.
  • How to prevent an investigation.

Don’t miss this "priceless" opportunity to learn from our Club Industry HR Expert the Dos and Don'ts for responding to an investigation. Register Here, for this "Free" HR Education Webinar: June 12th at 2:30pm EST.

During this time of uncertain and sometimes confusing Federal and State employment regulations being imposed that can present economic challenges for non-compliance.  ClubPay has enhanced Human Resource offerings to help assess your Club’s current HR practices and procedures with our advanced HR Consulting services.  Our goal is to address the diverse needs of each club client and serve as your partner for future growth.

Are there aspects of your Club’s existing HR practices that are unsatisfactory or could benefit from improvements? 

 

Contact Us and learn how our HRO Service Assessment can help.

 

Rely on ClubPay’s Human Resource expertise for… (HRO) HR Outsourced Services Plus

For a full list of ClubPay's HRO Services, View Brochure Here

 

Clare Vazquez, Club HR Partner

Clare Vazquez, HR Business Partner – Clare has a Master's degree in Labor and Employment Law from New York Institute of Technology and a Bachelor's degree in Management of Human Resources from Palm Beach Atlantic University.   Clare is Six Sigma Certified (Green Belt).  Connect with Clare via LinkedIn

Is your Club prepared for a Wage and Hour Audit?

  
  
  
  

Wage and Hour AuditDue to the rise of wage and hour class action lawsuits against the hotel and hospitality industry, the Wage and Hour Division of the U.S. Department of Labor has authorized an increase of enforcement to conduct investigations and target industries with indications of widespread violations.  In our next ClubPay Education Webinar, our Club Industry HR Expert will share ways to help your Club avoid or be prepared for a DOL Wage and Hour audit.

Join us for a complimentary ClubPay Education Webinar discussion with our Club HR Expert, on ways to help your Club avoid or be prepared for a DOL Wage and Hour audit.

Is your Club prepared for a Wage and Hour Audit?
Thursday, June 12th • 2:30pm EST

During the Wage and Hour webinar you’ll find answers to the big questions, including:
· When is an employee exempt from wage and hour laws?
· Common problem areas that may be the focus of an audit, including exemptions, off-the-clock work, break and meal periods, and recordkeeping; and
· Dos and don'ts for responding to a DOL wage and hour audit.
· How to prevent an investigation.

Go here for Webinar Details and Registration Link.

Join us for this "Free" HR Education Webinar on Thursday, June 12th at 2:30pm EST.

Would you like to learn how we can help reduce liability exposures for your Club? Contact Us to speak with a ClubPay HRO Specialist. 

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Club Management ACA Compliance Update: No More Cap on Deductibles

  
  
  
  

Through a bipartisan effort, Congress has permanently removed the deductible cap fAffordable Care Act Complianceor small group health plans under the Affordable Care Act.  Initially, ACA had a provision that required capped deductibles for individual and small group health plans of $2,000 per individual and $4,000 per family.  The Health and Human Services Department issued a waiver for 2014 when it became apparent, that for many it would be difficult to comply with the deductible cap requirement. This provision has now been eliminated in an effort to help issuers design plans that work for small business owners.  This change will now enable the small business trend towards High-Deductible Health Plans coupled with Health Savings Accounts.  Of course, there are still many other plan requirements defined in the Affordable Care Act for small employers to comply with and many issues still remain unknown.

In response to the current and sometimes confusing Federal and State employment regulations being imposed on small to medium sized businesses that can present economic challenges for non-compliance; ClubPay has enhanced Human Resource offerings to help Club Management stay abreast of the evolving changes and ensure compliance with the latest rules.  Join us for a complimentary ClubPay HR Education Webinar discussion on ways to help your Club avoid or be prepared for a DOL Wage and Hour audit.  Don’t miss out on this "priceless" opportunity to learn from our Club Industry HR Expert the Dos and Don'ts for responding to an investigation.

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For more helpful Human Resource articles like this; be sure to ask our Club Payroll/HR Specialist for a free 1 month trial to ClubPay's HR Support Center. https://clubpay.myhrsupportcenter.com

“Affordable Care Act- Congress Eliminates Cap on Deductibles” HR Advisor, May 2014:

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