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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Club Management; What Changes will Health Care Reform Bring in 2014?

  
  
  
  

2014 Health Care ReformWith a one-year delay of the employer mandate for the provision of the Health Care Reform that fines certain businesses for failing to provide health insurance, you may wonder what, if any impacts Health Care Reform will have on employers over the course of this year.  Here‘s a summary of the key Health Care Reform provisions that could impact your Club in 2014.

90-day Maximum Waiting Period – For health plans renewing on or after January 1, 2014; employers may no longer impose a waiting period that exceeds 90 calendar days (60 calendar days in California). The maximum waiting period provision applies to employers of all size. This means that if your current health insurance waiting period is “the first of the month following 90-days of employment,” you will need to adjust this duration once your plan renews in 2014. Many employers have opted to switch to a “first day of the month, following 60 days” waiting period federally, and most California employers will be changing to “the first of the month following 30 days.” If you do have to make a revision, it is important that your official benefit plan documents as well as any mention of the health insurance eligibility period in your handbook are updated accordingly.

Employer Mandate – The Employer Mandate is the provision of Health Care Reform that requires large employers (those with 50+ full-time equivalent employees) to offer health insurance to all full-time employees working 30+ hours per week or face a penalty. Although the Employer Mandate has been delayed until January 1, 2015, if you are a borderline employer (meaning, your organization has nearly 50 employees), it is time to start counting your employees now. The look-back period for determining which employers are subject to the employer mandate encompasses the 2014 calendar year. Before the delay of the Employer Mandate, the IRS had issued transitional relief allowing the employer to use any consecutive si -month period in 2013 to assess whether the company would be categorized as a large or a small employer and subject to the employer mandate in 2014. It is still unclear as to whether this transitional relief will apply in 2015. Thus, borderline employers must begin averaging their monthly full-time equivalent employees now, as it is possible that they will be required to use a monthly average of the full twelve months of 2014 to determine whether they are large or small employers for employer mandate purposes in 2015.

Individual Mandate – The Individual Mandate is the requirement for all Americans to secure health insurance coverage or face a penalty. It became effective January 1, 2014, and Americans will become subject to receiving fines if they are not covered by health insurance for a period of three or more months. Therefore, any uninsured individuals must secure coverage on or before March 31, 2014 in order to avoid the penalty. In 2014, the Individual Mandate penalty is $95 or 1% percent of taxable income, whichever is greater.

New Health Care Consumer Protections - While Health Care Reform places several new consumer protections on health plans beginning in 2014, below are the two major consumer protections now in effect:

1) Pre-existing Conditions – Beginning in 2014, health insurance plans may no longer refuse to cover an individual or charge an individual a higher premium based on a pre-existing health condition. In addition, once a health insurance consumer secures a health plan, the plan may not refuse to cover treatment for pre-existing conditions (i.e. coverage for pre-existing conditions must begin immediately). There is an exception to this rule for grandfathered individual health plans (not purchased through an employer).

2) Annual Limits – In 2010, the Affordable Care Act disallowed an insurance company from placing a lifetime limit on the essential benefits of the health insurance plan. Beginning in 2014, the same applies to annual limits on essential health benefits. So for plans renewing on or after January 1, 2014, no yearly dollar limits on essential health benefits are permitted.  However, it is important to note that insurance companies can still place a yearly dollar limit and a lifetime dollar maximum on spending for health care services that are not considered essential health benefits. There is an exception to this rule for grandfathered individual health plans and some group health plans that have received a temporary waiver from the annual limit rules.

Expanded Small Business Tax Credit – The maximum amount of the health care tax credit for small businesses in the 2010 – 2013 tax years was 35% of the amount an employer contributed to an employee’s health plan. This limit has increased to 50% in 2014. To be eligible for this credit, the company must have less than 25 full-time equivalent employees (excluding owners), pay average annual wages of less than $50,000, pay for at least 50% of the cost for employee only health coverage and purchase coverage in the SHOP Exchange.

State Health Care Exchanges

Marketplace – The State Exchanges (or “Marketplace”) has opened, and individuals can log in and shop for health insurance coverage from a variety of carriers. Additionally, individuals who earn an annual salary of up to 400% of the federal poverty level (approximately $46,000 for an individual and $94,000 for a family of four) may be eligible for a federal premium subsidy if the cost of their health care coverage in the Marketplace exceeds 9.5% of household income. Open enrollment in the Marketplace closes on March 31, 2014. Remember, if an employee opts out of the company-sponsored health plan in favor of securing coverage through the Marketplace, the employee will lose any employer contribution to the plan and will no longer enjoy pre-tax deductions for health insurance premiums through the company’s Section 125 plan.

Small Business Health Options Program (SHOP) – The SHOP Exchanges are also open for small employers (generally those with fifty or fewer employees); however, the online shopping tool for small employers is not yet available in the states and default to the federally-run Exchanges. At this time, the SHOPs in those states are only available through a health insurance broker, agent or insurer. It is important to note that no business is required to use the SHOP Exchange, it is simply an option.

State Medicaid Expansions – The Affordable Care Act intended to expand Medicaid for most low-income Americans earning up to 138% of the federal poverty level (approximately $16,000 for an individual or $32,500 for a family of four). However, a Supreme Court decision has left the decision whether to adopt this Medicaid expansion up to each state. Currently, 26 states and the District of Columbia have opted to adopt this expansion in 2014.

Non-Discrimination – Often overlooked, this provision of Health Care Reform will likely bring some changes to the manner in which employers offer health coverage. Basically, the non-discrimination provisions prohibit the employer from offering more generous benefits or higher contributions to highly compensated individuals (HCIs). The IRS code defines a highly compensated individual as: (1) one of the five highest paid officers; (2) a shareholder who owns more than ten percent of the stock of the employer; or (3) among the highest paid 25 percent of all employees. Some examples of provisions that may cause a company’s plan to fail the non-discrimination testing requirements are offering a management carve-out health plan, offering a richer health plan for managers/owners, having a shorter health insurance eligibility waiting periods for managers/owners, and/or offering higher contributions to managers/owners than to other employees. It is important to note that this provision of Health Care Reform has been indefinitely delayed, and we are still awaiting detailed guidance from the IRS regarding the specific parameters of this rule.  It is likely that this provision will not be implemented in the 2014 calendar year.

Employers are facing some important tasks to take into account with respect to Health Care Reform this year. In response, ClubPay has enhanced Human Resource offerings to help Club Management stay abreast of the evolving changes and ensure compliance with the latest rules.

To learn how we may help reduce liability exposures for your Club, request a complimentary analysis with a ClubPay Payroll/HR Specialist –

Request an Analysis

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

 “2014 Health Care Reform Update” HR Advisor, Feb. 2014:

ClubPay HR Ed. Summary: "10 Ways to Invite an Employee Lawsuit"

  
  
  
  

describe the imageCheers to another great year!

We had a great turn-out for our ClubPay HR Education Webinar and we look forward to hosting another this spring.  We are particularly interested in hearing from you; tell us what topics you would like to see presented in future ClubPay HR Education events.  Please comment your suggestions below and we will do our best to accommodate.

Our discussion with Mr. Brannen and Ms. Kell about the ten most common mistakes employers make that have potential to cost their Club tens of thousands of dollars; was eye opening to specific areas where more EEOC enforcement should be expected.  In response, to those who were unable to join us we have composed a brief summary of our discussion with a copy of the power point presentation to share.  We hope you are able to gain some practical tips to apply at your club and help avoid an employee lawsuit.

Download Webinar Summary: "10 Ways to Invite an Employee Lawsuit"

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 focus on helping Clubs improve efficiency in managing their employees, payroll and HR compliance processes.

Rely on ClubPay’s Human Resource expertise for…

(HRO)  HR Outsourced Services Plus

  • Separations  - Documentation Guidance  - Unemployment Claims
    Administration - Turn-Over Analysis - Liability Avoidance/Mitigation Guidance - COBRA Administration - Former Employee Historical Data Retention
  • Regulatory Compliance - ACA Employer Report  -  EEO Report –Vets 100 Report – Historical Reports – Regulatory Change Alerts – Compliance Guidance related to: employee handbooks, recruitment, selection, performance management, discipline & termination – Employment Law Guidance (FMLA, FLSA, EEO, ADA, etc.) – Personnel Risk Management Best Practices – Wage & Hour; Contractor Guidance
  • Full Service Benefits Administration - Electronic Benefit Enrollment – Enrollment Communications & Tools – Carrier Connections – Employee Service Center – Statement Reconciliation – Client Advocacy – COBRA Administration – Leave of Absence Tracking – Employee Assistance Program
  • Safety & Risk Management - Onsite Loss Control Evaluation –OSHA Log –  Claims Management – Injured Employee Contract – Occupational injury/ illness Management Guidance - OSHA complete reporting system (including OSHA standard injuries), and Workers’ Compensation claims.
  • Training & Employee Development - Training Tracking – Performance Management Tracking – On-line Training – Seminar Series – Onsite Training – Compensation Tracking & Management
  • Employee Relations - HRIS – Employment / Life Balance Perks – Employee Relations Guidance – Forms Library – HR Help Desk

When you speak to a ClubPay Payroll/HR specialist, you’ll be assured to speak with a knowledgeable person who cares and has club industry expertise to help. This gives us a unique ability to help creatively solve even your most complex club payroll and HR challenges.

Would you like to learn how we may help reduce liability exposures for your Club?

Request an Analysis

Last Call to Register! Free HR Ed. Webinar: "10 Ways to Invite an Employee Lawsuit"

  
  
  
  

ClubPay invites you to join us for a FREE complimentary HR Education Webinar to discuss common legal pitfalls and EEOC compliance issues that can put your Club at risk for an employee lawsuit.

In this seminar, we will talk with HR and Legal Experts about the ten most common mistakes employers make that have potential to cost their Club tens of thousands of dollars (through lost productivity, bad press, harm to your Club’s reputation and unbudgeted expenses).  Register below, and don’t miss out on this "priceless" opportunity to learn from our club industry experts. 

Date: Tuesday, November 19, at 2:00pm EST

Webinar: "10 Ways to Invite an Employee Lawsuit" - Register Here

Host: Christine Fox, ClubPay

Speakers: Amanda S. Kell, SPHR, CertiPay

and

D. Albert Brannen, Regional Managing Partner, Fisher & Phillips LLP

Who should attend?

General Managers, Club Controllers, HR/Payroll Personnel, Club Managers, Hiring Managers

10 Ways to Invite an Employee Lawsuit

Employees sue their employers for a variety of reasons. Some are opportunistic and come in the door looking for trouble or to make a relatively quick and easy buck. Others come on board with the best of intentions but somewhere along the way have a change of heart. While we can never for certain know a person’s intention when we are interviewing them, as employers we can do things that make us vulnerable to being the defending party of an employee lawsuit. In this seminar, Mr. Brannen and Ms. Kell will talk about the ten most common mistakes employers make that have potential to cost their Club tens of thousands of dollars.

In the Fiscal Year 2012, the Equal Employment Opportunity Commission (EEOC) collected more than $365 million from employers to be paid to employees who asserted their rights had in some way been violated. This figure does not include the employers’ other costs such as attorney fees, lost productivity, and so forth. This is a 41% increase from 10 years ago, in fiscal year 2002[1].

As a Club manager, this topic is important to you because employee litigation brings lost productivity, bad press, harm to your Club’s reputation and unbudgeted expenses…all things you want to avoid! Imagine explaining to your members that their Club will pay tens of thousands of dollars due to employment actions you have taken – or, failed to take.

Mr. Brannen and Ms. Kell will talk about the ten most common mistakes and provide recommendations to ensure your Club is compliant. They will discuss best practices, legal guidelines, and arm you with the information you need to rest easy knowing your Club is well protected if an employee does file a charge or bring a lawsuit.

As a result of this seminar, you will be able to:

  • Identify areas of exposure related to employment practices
  • Know what steps need to be taken to ensure better hiring decisions and greater compliance
  • Feel confident that you know how to respond if an employee brings a complaint to you
  • Understand resources available to help you

Join us for this complimentary "Free" HR Education Seminar on Tuesday, November 19th at 2:00pm EST. Register Here

To read full webinar description, speakers short bios, and contact information: Read On

 

Would you like to learn how ClubPay streamlines Payroll & HR for Clubs?

Request an Analysis

Club HR Update: Are Employee Safety Violations Grounds for Termination?

  
  
  
  

Hello everyone, I am back from Italy and ready to keep you well informed about government compliance. As in any country Italy has a number of laws that are more than the United States. As of August 2013, the unemployment rate in Italy rose to 12.20% compared to the United States 7.3%. So what makes the United States so more promising to work?

Workplace safety is so important that under some circumstances safety violations may provide legitimate grounds for termination.  For example, your policy and the Drug-Free Workplace Act ban drug and alcohol use in the workplace and prohibit working under the influence of either substance. Although alcoholism is considered a disability under the Americans with Disabilities Act, the law permits you to hold alcoholic employees to the same performance and safety standards as other employees and fire them if they pose a risk to themselves or other employees because of working under the influence. Current illegal drug use is not considered a disability under federal law. You can, therefore, test for illegal drugs and fire a worker who does not pass the test. State laws, however, may be more protective of substance abusers, so you need to understand those provisions as well.  

Work Place Injuries

Reckless behavior that endangers the employee or co-workers may also provide legitimate grounds for termination. Although you might not terminate for a single incident, unless it was very serious, you probably would be justified in terminating for a history of such behavior.

I worked with a company that took them three write ups before termination following a progressive disciplinary policy. The termination resulted from the employee putting himself at harm’s way by failing to wear his Personal Protective Equipment (PPE). The required PPE was to wear gloves to remove soiled uniforms from fleet trucks. Without the gloves he exposed himself to needle puncture, blood borne pathogens, and hazard material. The employee was terminated for “safety violation”. At no surprise, he filed for state unemployment. In order to appeal the unemployment claim, the company had to produce documentation of all written warnings and an explanation of how he violated safety policy. The company explained if OSHA had cited the company a mandatory penalty of up to $7,000 for each violation is proposed.

Remember to document all incidents involving workplace substance abuse or reckless behavior. To have a strong defense, make sure the documentation states time of event, witnesses, company safety policy and OSHA regulations.

While you may be justified in terminating employees in the examples just described, you cannot fire employees for:

  • Complaining to management about safety issues or filing a complaint with OSHA or a state safety and health agency;
  • Cooperating with OSHA inspectors during an investigation; or
  • Refusing to perform a dangerous job that puts the employee’s safety at risk.

Clare Vazquez is a consultant with ClubPay, providing industry leading Human Resources, Payroll, Time & Attendance, and Benefits Administration. She works hands-on with her clients providing customized training programs, harassment investigations/complaints, HR Audits, and advising in government compliance. For more information contact Clare at 561-281-4022 or email cvazquz@certipay.com

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

To learn how we can help reduce liability exposures for your Club, request a complimentary analysis with a ClubPay Payroll/HR Specialist –

Request an Analysis

Club Management: Background Checks- What you must know to protect Club Assets

  
  
  
  

Use of available background information in your Club’s hiring and employment decisions is critical to the Club’s success.  However and very importantly, there is an ever-evolving minefield of legal risk associated with background information such that its access and use is no easy task.  Now more than ever, all employers who seek or use background information face an increasing number of potential claims:

  • Background ScreeningThe Fair Credit Reporting Act requires not only notice to and consent from applicants/employees before doing a background check, but also requires notice to the applicant/employee who is rejected based on the results of such a check, both before and immediately after the rejection decision is made.

  • The EEOC and federal government, under a belief that criminal background and credit checks have a discriminatory impact on certain protected groups, are now actively and aggressively challenging the manner in which employer’s use background information in hiring and termination decisions.

We have composed a white paper from ClubPay's HR Education Seminar presented by HR and Legal experts to convey 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"

Please post your specific questions below regarding Background Screening and compliance; we welcome your inquiries and are happy to assist.

Would you like to learn how ClubPay streamlines Payroll & HR for Clubs?

Request an Analysis

Club HR: Bridging the Language Gap to Increase Safety Awareness

  
  
  
  

Fatal work injuries among Hispanic or Latino workers rose to 53 fatalities in 2011, up from 38 in 2010.

Injuries and Illnesses

2011 Fatal Occupational Injuries – Florida, by ethnic Reduce Work Injury Risksgroup:

White: 133

Hispanic/Latino: 53

Black/African American: 32

Asian: 6

2010 Fatal Occupational Injuries – Florida, by ethnic group:

White: 155

Hispanic/Latino: 38

Black/African American: 24

Asian: 4

*Source: Bureau of Labor Statistics (BLS)

Do you have non-English speaking employees? How do you train them?  Bridging the language gap is critical in maintaining a safe and healthful workplace. When workers cannot communicate effectively to perform work duties, co-workers also can become impacted resulting in low morale, low production and profit, and potentially increased accidents.  That puts your company at risk for a worker’s comp claim.

The number of workers for whom English is a second language is expected to continue to increase in the future; therefore, taking a proactive initiative is critical to ensuring worker safety. It is imperative to remember inclusivity in safety training versus exclusivity. Furthermore, literacy and cultural differences may prevent workers from reporting or questioning potential hazards, conditions or work practices present to their employer, supervisor or co-workers.

Knowledge is power. Learn more about the ethnic backgrounds of your workers, their languages, customs and traditions. This will help you bridge the gap to better worker safety,
productivity and employee morale.  Assign a Supervisor who is able to translate during safety meetings, tool box talks, injury reporting, and policy implementation. Efficient communication with non-English-speaking employees results in fewer workplace injuries, illnesses and fatalities.

DID YOU KNOW

Some companies use innovative methods to bridge the language gap and improve communication, such as:

  • Seek out bilingual employees in your firm. These workers can relate to and can help non-English speaking workers or trainees relax and get comfortable in both a formal and informal training session. They translate and enable clearer communication between English-speaking and non-English speaking employees, which can foster participation in training by asking questions and sharing past experiences, ultimately
    leading to safe performance on the job.
  • Offer hands-on training that requires demonstration of understanding. This can be an effective method to overcome literacy and language barriers. Hands-on training, with positive reinforcement, is a powerful way to reduce workplace accidents and increase safety understanding.
  • Offer written tests in Spanish; sometimes the worker understands and speaks English but may have trouble reading English.
  • Consider offering English as a Second Language courses, with monetary incentives upon completion. Companies are using various initiatives to improve safety and health among non-English speaking workers.   I
    personally went out to the School Board and hired an ESOL teacher who taught at the company’s site 3 days a week after shift ended.  Morale and productivity increased and injuries decreased even more.

CLARE VAZQUEZ, HR BUSINESS PARTNER is in the Boca Raton, Florida office of CertiPay. A significant portion of her consulting practice is devoted to workplace risk management preventing OSHA citations, injuries and fatalities. She advises employers in OSHA recordkeeping, hazard assessment and self-audits, corporate-wide safety compliance, maintaining effective safety training and safety management programs, disciplining unsafe employees, inspection preparedness, workplace violence prevention, and health and wellness initiatives. She also prepares and reviews employee handbooks and policies, conducts manager and employee training, and provides consulting regarding hiring, termination, unemployment, wage and hour, harassment, discrimination, and other federal and state laws and regulations.

Clare Vazquez offers all types of Spanish Language training programs. Our objective is to protect your interests, and through training, make your first-line supervisors, hourly employees and upper management, more aware of the many potential hazards in the workplace and how to eliminate them, thus reducing operating costs and workers comp claims.

For more information on Human Resources Services contact: Clare Vazquez at 561-281-4022 / email cvazquez@certipay.com

Would you like to learn how ClubPay streamlines Payroll & HR for Clubs?

Club Management Update: Employer Mandate Penalties Delayed Until 2015

  
  
  
  

July 3, 2013

The Obama Administration has postponed the Affordable Care Act (ACA) employer mandate Obama Administration penalties for one year, until 2015. The Department of the Treasury announced the delay on July 2, 2013, along with a similar delay for information reporting by employers, health insurance issuers and self-funded plan sponsors.

The provision, commonly known as the employer mandate, calls for businesses with 50 or more workers to provide affordable quality insurance to workers or pay a $2,000 fine per employee.  Business groups have objected to the provision, which now will take effect January 2015.

The delay does not affect any other provision of the ACA, including individuals’ access to premium tax credits for coverage through an Exchange. The Treasury plans to issue more formal information about the delay within a week.

One-Year Implementation Delay

The employer mandate provisions of the ACA are also known as the employer shared responsibility or pay or play rules. These rules impose penalties on large employers that do not offer affordable, minimum value coverage to their full-time employees and dependents. They were set to take effect on Jan. 1, 2014.

According to the Treasury, the delay of the employer mandate was required because of issues related to the reporting requirement. With the reporting rules delayed, it would be nearly impossible to determine which employers owed penalties under the shared responsibility provisions. Therefore, these payments will not apply for 2014.

The now-delayed reporting requirements are found in Internal Revenue Code sections 6055 and 6056. These rules apply to insurers, self-insuring employers and other parties that provide health coverage, along with certain employers with respect to health coverage offered to their full-time employees. The Administration’s decision is based on concerns voiced by businesses about the complexity of the requirements and the need for more time to implement them effectively.

Small businesses, many of which would have had to install systems to track and report which employees are receiving coverage, had been complaining about the difficulty of complying with the requirements, giving way to fears that companies might reduce their workforces to fall below the 50-worker threshold.

At ClubPay, we are working to ensure you stay compliant with any mandated federal and state laws.  For more information on our payroll and human resource services, contact Clare Vazquez at 561-281-4022 or email cvazquez@certipay.com

This Legislative Brief is not intended to be exhaustive nor should any discussion or opinions be construed as legal advice. Readers should contact legal counsel for legal advice

Would you like to learn how ClubPay streamlines Payroll & HR for Clubs? Click Here to Request an Analysis

 

Club Management: Can You Make Direct Deposit Mandatory?

  
  
  
  

squeezing moneyDirect deposit provides a number of benefits such as less chance of a lost check, theft, or forgery, and funds are deposited in employees' accounts on payday.  Companies love direct deposit and often want to mandate it for their employees. Why? It’s cheap, convenient and easy. Employers can save over a dollar per payment by using direct deposit instead of checks. The benefits of direct deposit to both consumers and companies are numerous.

Employers often question whether they can require all of their employees to use direct deposit. In some states, employers may require employees to use direct deposit, but there are often conditions attached to the requirement such as allowing the employee to choose the financial institution to which the money will be deposited.

In other states, mandating direct deposit is prohibited and the written permission of the employee is required before direct deposit is allowed. It is important for an employer to check state law before requiring direct deposit.  A company of any size can offer direct deposit to its employees. 

Take Florida for example:

Ø Direct deposit.  An employer may pay wages via direct electronic deposit of wages into an employee's account if the employee has authorized it in writing and has chosen a bank (FL Stat. Sec. 532.04). An employee may not be fired for refusing to authorize direct deposit.

Ø Payday law.  Florida has no payday law. Employers are free to set up pay schemes that best suit their business needs.

Ø Deceased Employees. The wages of a deceased employee may be paid to the surviving spouse, any children over the age of 18, or the employee's parents, in that order (FL Stat. Sec. 222.15).

Ø Unclaimed WagesWages remaining unclaimed by an employee for more than 1 year are presumed to be abandoned property (FL Stat. Sec. 717.115). Employers in possession of any such abandoned property are required to file a report with the Department of Banking and Finance on or before May 1 each year.

Ø Timekeeping Methods.   Keeping track of employee working hours is not an optional chore. The FLSA and numerous other federal and state laws require employers to keep records of hours worked, wages paid, and other conditions of employment. Beyond the law, it is impossible to run a successful business without keeping track of employee working hours. The FLSA requires that time records show the date and time a worker's workweek starts, the number of hours worked each day, and the total hours worked during the week.

At ClubPay, we offer three different employee payment options. You may opt to use standard paper checks either printed by ClubPay for your convenience, or you may print checks directly from your office. You also have the option to allow your employees to use direct deposit receiving their paycheck automatically into their own bank account. Finally, you may choose to use the Visa payroll check Debit Card. This option offers the combined safety and convenience of using direct deposit by electronically depositing your employee’s paycheck into their own Visa payroll check Debit Card account.

Contact us today to learn how ClubPay can help you with your unique payroll and human resources needs. Clare Vazquez, HR Business Partner can be contacted in our Boca Raton office 561-281-4022 or email cvazquez@certipay.com.

Would you like to learn how ClubPay streamlines Payroll & HR for Clubs?  Click Here to Request an Analysis

Club HR Update: OSHA and Workplace Safety

  
  
  
  

Employee training was once considered an optional benefit, an“extra” that only the most forward-looking employers provided to the most promising employees. Even now, when the economy turns downward, employee training is often the first to go, viewed not as an investment but as an expense to be disposed of in tough times. But today more and more employers understand that, far from being a frill, good employee training is necessary to a club's success and that an intelligent, well-trained workforce is central to worker productivity and well-being.  In fact in 2012, OSHA revised its hazard communication, or “worker right-to-know” standard, that requires employers to provide safety training and information to workers that are exposed to hazardous chemicals.

club employeeGlobally Harmonized System of Classification and Labeling of Chemicals

The GHS revisions became law on May 25, 2012.

OSHA will allow employers a 4-year transition or phase-in period to comply with all of the new GHS requirements in the worker right-to-know rule. The first transition deadline will apply to safety training on chemical labels and SDSs for workers exposed to hazardous chemicals.

  • By December 1, 2013 employers are required to train employees how to read and interpret chemical labels and safety data sheets in compliance with either:
    • The pre-GHS hazard communication standard for labels and material safety data sheets (MSDSs); or
    • The GHS revisions for new-style labels and SDSs;
    • or both the pre-GHS hazard communication standard and GHS revisions at the same time

CLARE VAZQUEZ, HR BUSINESS PARTNER is in the Boca Raton, Florida office of CertiPay. A significant portion of her consulting practice is devoted to workplace risk management preventing OSHA citations, injuries and fatalities. She advises employers in OSHA recordkeeping, hazard assessment and self-audits, corporate-wide safety compliance, maintaining effective safety training and safety management programs, disciplining unsafe employees, inspection preparedness, workplace violence prevention, and health and wellness initiatives. She also prepares and reviews employee handbooks and policies, conducts manager and employee training, and provides consulting regarding hiring, termination, unemployment, wage and hour, harassment, discrimination, and other federal and state laws and regulations. For more information on CertiPay Payroll and Human Resource Services contact Clare at 561-281-4022 / email cvazquez@certipay.com

Would you like to learn how ClubPay can help your club stay compliant?

The Future of HR: 3 Bold Predictions

  
  
  
  

Some have said human resources is a declining field. Other have put it more dramatically, saying that the HR department is doomed.

Don’t worry. They’re wrong.

Club HR SpecialistUndoubtedly software has changed how HR functions, and those changes are here to stay. But rather than mean the end of the HR department, the nine HR technology experts and practitioners that Software Advice interviewed predicted these changes will provide HR professionals with opportunities for growth. This article lays out what will change and why, as well as how HR professionals can prepare. Change, it seems, is good.

Prediction 1: In-house HR will downsize while outsourcing will increase.

This prediction might seem somewhat, well, predictable. However, the reasons our experts give for the change may surprise you.

Brian Sommer, industry analyst and founder of TechVentive, claims HR departments will become smaller as new technologies allow employees to participate directly in HR processes. He explains, “Many businesses are going to get a lot of capability done by better technology, more self-service and the employee doing a lot on their own.”

And while employees begin to shoulder a larger part of HR’s administrative duties through self-service portals, Dr. Janice Presser, CEO of The Gabriel Institute, predicts many transaction-heavy HR jobs will be outsourced entirely. In fact,  Dr. Presser goes so far as to say, “Entry-level HR jobs, as they currently exist, will all but disappear as transactional tasks are consigned to outsourced services.”

But despite the shrinking size of in-house HR, the human resources function will endure. As Chip Luman, the COO of HireVue, explains, “Given the ongoing regulatory environment, the need to pay, provide benefits, manage employee relations issues, and process information will go on.”

Prediction 2: Strategic will be in-house HR’s new core competence.

The smaller HR department that remains in-house will have to reposition itself as a strategic partner within the business. In fact, over half the experts emphasized that the move toward strategic partnership must happen--or else. Dr. Presser says in-house HR will need to have, “The ability to make accurate projections based on understanding the goals of the business and using metrics that describe more than lagging indicators, such as how long it takes to fill a job or the per-employee training spend.”

The strategy role cannot be outsourced--good news for all those in-house HR folks. As Dr. Presser says, “Strategic planning requires in-house expertise.”

In fact, Brashears, the director of Human Capital Consulting at Trinet HR, predicts the swing toward more strategic roles may even drive the creation of new job titles. As she explains, “HR Professionals will likely transition into HR Business Professionals who not only understand HR implications but also business operations and strategy.”

Prediction 3: The pendulum will swing back to the specialist.

Janine Truitt, the founder of The Aristocracy of HR blog, says she has observed a generalist-specialist cycle in the HR field during her time in the industry. As she explains, “Every decade or so we fluctuate back and forth from the paradigm of the independent contributor/specialist to the generalist practitioner. We were in a ‘generalist’ mode and now I think the pendulum may be swinging back toward the specialist.”

But for Luman, there will be no future shift back toward the generalist. He states, “HR generalists as we know them will disappear.”

Brashears agrees, noting “There will be more specialized roles. I believe this to be the case as the employment landscape becomes more complex with changing regulations around employment law and benefit compliance with the Affordable Care Act.”

Preparing for 2020

As strategy becomes more important for in-house HR, and specialists become more prevalent, what can current HR professionals begin doing now to prepare? The experts all endorse one tactic: keep learning---risk-taking and networking will help, too.

Dr. Presser advises those in the field to “Get ahead of the curve. Realize that many of today’s ‘best practices’ evolved under very different business conditions, and may well become obsolete within this decade. Learn everything you can about your industry, your competitors, and pending legislation that affects your business operations. Most of all, define yourself as a businessperson and act accordingly.”

Additionally, Lynda Zugec, Founder and Chairman of The Workforce Consultants, says in this brave new world, failure should be welcomed as a learning tool. As she says, “In the changing HR landscape of today, failure is embraced because it means that you were brave enough to ‘give it a shot’ and also that you now have more information regarding what works and what doesn't work than before. Eventually, if you keep exploring different avenues, you are bound to succeed.”

Finally, Luman encourages HR practitioners and analysts to develop their own personal brand. As he says, “Network inside and outside of your field. Blog, communicate, read and help others achieve success. If you are not outside of your comfort zone, you are stagnating.”

Erin Osterhaus

Erin Osterhaus is the managing editor of Software Advice's HR blog,The New Talent Times. She focuses on the HR market, offering advice to industry professionals on the best recruiting, talent management and leadership techniques. You can follow her on Twitter and Google+ or, contact her directly at erin@softwareadvice.com.

 

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