Business Solutions
Human Resource
- Payroll Administrative Outsourcing Services
WHY DO I NEED AN HR PROFESSIONAL?
It does not matter what business you are in or how big you are, businesses are vulnerable to costly legal actions and penalties. How many times have you read in the newspapers or articles in business journals; heard from another business owner or seen on the news the huge fines and penalties given to companies? Payroll is not just putting the hours in a payroll system for each employee, it is more complicated than that. Millions of dollars are lost, huge costs in court actions, penalties in Department of Labor actions, FLSA penalties, court costs and payouts in EEOC actions, payroll tax penalties are costly, OSHA actions can close down businesses; even the potential Arizona risk of the business owner losing his business license, or going to jail. Laws and Regulations change quickly, do you have the time to keep up with them?
Do you have questions about what does at will employment mean and does that mean you can terminate any employee at anytime? Are you paying too much? How do I measure the employee’s productivity and value in my business? Is it time to eliminate low performers – are they hurting my business? How can an HR professional help me increase productivity and improve communications? How do I get the best employees? Do I need strategic planning? I am paying for a payroll service, but am I paying too much and am I really getting all the services I deserve? In this uncertain economic market, can I afford to get an HR Professional to help me with all the mundane tasks, help me increase productivity, help me with all the rules and regulations, give me the time to concentrate on generating revenue so that I truly can compete? If I am a small business and I have no employees, do I still need to be in compliant in the changing regulations? How can a HR Professional help me?
Why do I need an HR
Professional?
Continued…
Former GE Exec Underscores Importance of Hiring the Right Candidate
Jack Welch, Retired CEO of General electric and noted author and speaker, told attendees at a business symposium that human resource professionals are critical to a company’s success. “Great organizations are built around great people, so you have to get HR into a position to help you hire great people.”
Jack Welch, Retired CEO of General Electric
Employment Attorney
“Ben Wolin sometimes pays hourly employees time and a half. "We have some employees who are subject to overtime pay," says Wolin, 33, co-founder of 6-year-old Waterfront Media, a New York City firm. But overtime pay is a growing area of litigation. According to the Department of Labor, back wages for overtime violations represented about 89 percent of all back wages collected. And employers who lose in court could end up paying both damages and plaintiffs' legal fees. As a result, most overtime cases settle out of court. "You'll hear the [plaintiffs' lawyers] joke that FLSA litigation is like shooting fish in a barrel," says Lee Schreter, an employment law partner at Littler Mendelson. "It's frustrating for employers because it's very hard to get in compliance."” Lee Schreter, Partner at Litter Mendelson
Employer fined $17,000 after worker sacked via SMS
“A NSW childcare provider has been fined nearly 17 thousand dollars for underpaying an employee for 15 months.”
SMS Gateway, November, 2007
OSHA
“Over 70% of OSHA inspections are unannounced. Resulting in an average fine of $2300.00, penalties of up to $70,000.00 may be imposed for each willful violation.[1][3] A record of the violation is also listed in the OSHA database, increasing the likelihood of a re-inspection of that facility. An inspection begins when the Compliance Officer arrives at the worksite, usually unannounced. It is a violation of law to announce a programmed inspection. Complaints about air quality in a sushi restaurant or private school may also include checking for compliance with the Bloodborne Pathogens Standard.”
“McDonald's franchisee says he will no longer hire young teens. McDonald's franchisees said he will no longer hire 14- and 15-year-olds after paying an $86,501 fine to the U.S. Department of Labor because his restaurants allowed the young workers to perform "hazardous tasks" like operate a deep fryer or trash compactor.”
KAIJA WILKINSON, Business Reporter, December 13, 2007
HR Detectives on the Case to Prevent New-Hire
Nightmares
“Most companies that engage in employee background checks have their own stash
of horror stories to tell, but those businesses actually ordered the screenings.
What about those that don’t?”
San Diego Business Journal
Lessons in Labor Laws Keep Employers Out of
Legal Hot Water
“Every year, new laws come down the pike that can end up biting business people
on their bottom lines if they’re not careful.”
San Diego Business Journal
Lawsuits, Added Regulation Forcing Businesses to
Outsource HR
“An ever-growing state and federal regulations — combined with an increasing
litigious landscape — is driving more small businesses to seek outside experts
to deal with their human resources headaches.”
San Diego Business Journal
Small Businesses Find Value in Human
Resources-to-Go
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SPECIAL REPORT: SMALL BUSINESS
“For some small businesses, the best way to handle human resources is to not
handle it at all.”
Orange County Business Journal
Hiring an HR Professional Can Help a Company's
Bottom Line
“Businesses Benefit From Knowledge of Laws, Risk Mitigation”
San Diego Business Journal
Oct. 10, 2007--The Industrial Commission of Arizona has approved $366,000 in fines against the Avra Valley Fire District for workplace-safety violations, among the biggest fines ever levied against an Arizona employer.
Arizona Daily Star
4 area businesses fined in child-labor violations.
Mar. 8, 2007 A dozen Arizona employers, including four in Southern Arizona, were fined for state child-labor-law violations in the fourth quarter of 2006, according to a report released Wednesday.
Arizona Daily Star, Shelley Shelton