july - august 2013
“Ideas are useless unless used.”
Facts About Background Checks Recession and Pay Freezes: Are We There Yet? HR Audit Case Study
1 A Note From the Editor
8 What Is An Investigation?
Patient Protection and Affordable Care Act
More Help for Members 3 on MSEC.org
MSEC Library Topic: 10 The Right People
Facts About Background Checks
11 HR Audit Case Study
Member Profile: 4 Carson J Spencer Foundation
HR Auditing Service
12 I-9 Audits by HRPS Staff Demand Human 13 On Resources
Pre-Employment Screening Services
5 Health Care Reform Staff Member Spotlight: 6 Kristen Borrego
and Pay Freezes: 9 Recession Are We Done Yet?
Total Compensation Solutions
Outsourced Consulting Services Affirmative Action: Staffing 7 Agencies and Recordkeeping
Employment Life Cycle Successful employers focus on both organizational and employee development, understanding each aspect of the employment life cycle. MSEC helps you identify services and seminars that are available to help you achieve success in all areas of employment. July-August 2013
A Note From the Editor
Lorrie Ray Membership Development
You may be wondering why you are hearing about health care reform since the “play or pay” regulations were delayed, but we cannot stop telling you about it. Why? Because there are so many decisions to make and employers need to be making them now. That is why you have seen articles in past issues of this publication, our Bulletins, and to the Health Care Reform Learning Zone on our website. In this issue, we discuss the “play or pay” penalties that applicable large employers will need to contend with beginning in 2015. Employers need to assess their exposure now, so as not to be surprised later. Now that I have mentioned health care reform, let me tell you about other articles this month you may find of interest. We are very excited to be enhancing a service you may not know about that is on our website. We partner with CCHAnswersNOW – this powerful tool provides information just about anything you could think of in the world of HR. Read more about it on page 3. We always want to provide all that we can as a part of your membership, and I think you will agree that this is an effective way to do that. Each year in our salary surveys we let members know the average expected increase from all of our employers. Our surveys director, Patty Goodwin, goes beyond the averages to talk about how pay freezes impact the annual average on page 9, and how prevalent freezes have been since 1995. I think you will find this most interesting. Employers are facing multiple concerns these days, and one of them is keeping talented employees. Is this something you are concerned about? Even if you have not really considered this, check out the article on page 10, and gain some tips for keeping your best and brightest. Sharing what we know with our MSEC community is just one way to gain value from your membership. If you have any ideas for articles, or if your organization would like to be featured in this magazine, just let me know. I can be reached at firstname.lastname@example.org and would be happy to hear from you.
The Clock Is Still Ticking. Does Your Company Have A Health Care Reform Plan? MSEC’s Health Care Reform Assessment provides your organization with the blueprint it needs to comply with the many and ever-changing requirements of the Patient Protection and Affordable Care Act (PPACA). The customized assessment analyzes the specific impact health care reform will have on your organization and provides an “action steps” checklist for implementing the necessary change to ensure compliance. Specifically the assessment answers these three questions: • How will PPACA impact my organization? • How will PPACA affect my employees? • What are my next steps to ensure compliance? Call 800.884.1328 or email email@example.com for more information. July-August 2013
Facts About Background Checks Linda Kinter, Pre-employment Screening Services
Background checks performed for pre-employment or employment purposes are generally conducted by a consumer reporting agency (CRA) and are regulated by the Fair Credit Reporting Act (FCRA) and state and local laws. MSEC is continually scanning both state and federal law to make certain that it is following the law when performing background checks for members. We also advise members on the appropriate use of background screening. Checks can contain information from a variety of resources and may include:
Since the beginning of 2013, there has been a resurgence of interest in background checks. Recently, background checks have taken center stage in the debate over immigration reform as one of several steps undocumented immigrants must complete on the pathway to citizenship. Before that, the tragic shooting at Sandy Hook Elementary School in Newtown, CT, prompted calls for background checks in the political clash over gun control. You may have also heard that the EEOC revised its guidance on employers’ use of arrest and conviction information, and that state laws can also be restrictive.
• Criminal and civil record checks at county courthouses, state repositories, federal courts or international courts; • Driving records checks; • Drug testing; • Verification of employment, education, professional licensure; • Professional and personal reference checks; • Office of Foreign Assets Control (OFAC) Specially Designated Nationals List (SDNL);
Background checks are well established as an effective tool for a variety of uses. A background check is the process of researching and compiling data from private and public sources for purposes of employment and volunteer screening, gun purchases, and tenant rental agreements.
• Patriot Act searches (terrorist watch lists); • Office of Inspector General (OIG) healthcare sanctions list; • Sex Offender Registry checks Employers use the information gathered to help them assess the suitability of candidates vying for employment. Companies that have implemented a quality screening program have a safer, more secure work environment for customers and co-workers because they know who they are hiring; and they tend to attract higher quality candidates and employees who can consistently satisfy the requirements of that screening program.
Employment background checks are routinely requested by employers for potential new hires and existing employees, particularly for positions where employees may work with vulnerable populations or have access to consumers’ financial information. Employers rely upon background screens to make informed hiring decisions and to mitigate the risk of workplace violence, employee theft, and negligent hiring lawsuits. The National Association of Professional Background Screeners (NAPBS) reports that employee theft accounts for as much as 48 percent of a retail company’s shrinkage, which amounts to nearly two percent of annual revenues.
More Help for Members on MSEC.org Tina Harkness, Membership Development
Have you taken advantage of CCH AnswersNow on the MSEC website? If not, this is a perfect time to try it. It is free as part of your membership. I wanted to let you know more about it, so that you can decide if you will find it helpful. In the recent past if you used this tool, you noticed that you had to sign on to it, after signing into the MSEC website. Members may have found this a bit inconvenient, as I did at times. Well, there is good news to report. As of July 1, 2013, you have seamless access to CCH AnswersNow without a second login from our website. To get there, simply log in to MSEC.org and click on the link to CCH AnswersNow in the menu on the left side of your member home page...if you have any trouble, you can call for IT assistance at 1.800.884.1328. Another exciting change is that CCH AnswersNow is now easier to use with most-used content organized in top level tabs on the home screen. With just one click you can choose federal or state laws to review. Of course, knowledge of state laws become more important as employers expand into more than one state, and as states pass more laws protecting employees in their state. Being able to find state laws easily is something we are finding that members want, and it is nice to be able to offer it so easily. Not only is the content organized differently, but it has also been enriched. There is information on Health Care Reform, which is a concern right now for so many employers. Do keep in mind that we also have the Health Care Reform Learning Zone, an MSEC product built and updated by MSEC staff, which is featured prominently on our member home page. You may want to try both tools and see if you have a preference for one or the other. Another new offering is payroll information. Many of you want quick and easy access to information about processing payroll, as many questions arise when you are in the midst of processing your current payroll which must be resolved immediately so that paychecks can be issued. This new information answers the questions members ask the most, so we are very excited about this addition. One of my favorite CCH tools is a job description creator. There is a list of a wide variety of jobs, and so when you type in the name of a job, itâ€™s very likely there is already a list of duties for the position in the database. You can add or subtract from the list, and then save the description in a Word document. This tool will then generate an advertisement and interview questions to use. If you have any questions about how to best use CCH AnswersNow, please call me at 800.884.1328. I am happy to help you find the information you need when you need it.
Log In Now!
Member Profile Member Buzz…
The Carson J Spencer Foundation uses innovative suicide prevention programming to create a world where leaders and communities are committed to sustaining a passion for living. They imagine a world where people no longer have to suffer in silence, but can reach out and get the help they need, and the help is given compassionately.
Pre-Employment Screening Service We recently enhanced our Preemployment Screening Service. MSEC members are now able to access the system, place their own searches and have direct access to the reports. Of course, we are available to provide customer service if you need it or we can take care of the whole process. It’s your choice! Here’s what you’re saying about the service.
Their programs focus on four main populations: school-aged youth, people bereaved by suicide, men, and working-aged people. The FIRE Within, delivered in partnership with Junior Achievement and the Second Wind Fund, challenges teenagers to develop innovative entrepreneurial strategies to address the root causes of suicidal thoughts. In the 2013-14 school year, the FIRE Within will be working with 50 Colorado high schools. Their postvention program, iCare, provides people who have lost a loved one to suicide with packages filled with age-appropriate grief support tools, community referrals, and educational material to help them heal. Man Therapy ™ uses humor and media to connect men and their families to facts, resources, and help in grappling with ongoing negative emotions.
“I love your new system; it’s easy to use.” Violet Heath Human Resources Manager City of Colorado Springs
“Thank you! I was able to access the site easily and view all completed reports.”
Their workplace suicide prevention program, Working Minds, was developed because mental health concerns in the workplace cost U.S. companies over $44 billion dollars each year and 70 percent of people who die by suicide are of working age. Working Minds provides businesses with the tools and resources to identify and respond to friends, family members, and co-workers who may be experiencing suicidal thoughts or feelings. Working Minds is a National Best Practice Registry Program. Visit www.workingminds.org to learn more or bring the program to your workplace.
Tim Dunbar Director of Finance & Administration Colorado Health Institute
“Thanks. I love this new online system!!!!!”
For more information about suicide prevention and awareness or our programs and events visit www.carsonjspencer.org or call us at 303.219.5045.
Susie Allen, Human Resources Director Gilpin County
Health Care Reform Chad Orvis, Labor Relations
Starting in 2015, the Patient Protection and Affordable Care Act (PPACA) requires Americans to have “minimum essential coverage” or pay a tax penalty. This could include health insurance purchased inside or outside of a health insurance exchange; coverage under a government sponsored program, such as Medicaid; or an employer-sponsored plan or group plan. To ensure that employers provide employer-sponsored health coverage, PPACA includes a “shared responsibility” provision. While this provision does not explicitly mandate that employers offer employees health insurance, it does impose penalties on “large” employers if their full-time employees obtain premium subsidies through the newly established exchanges. According to the Congressional Budget Office, employers are projected to pay $130 billion in penalty payments over the first ten years of PPACA. Penalty for Not Providing Insurance A large employer, defined as one having 50 or more full-time equivalent employees, must generally pay a penalty if at least one full-time employee receives subsidized coverage under an exchange. When an employee must find their own coverage because the company offers none, the penalty is $2,000 for each full-time employee in the company, but with a 30-employee deduction. When the employer does offer coverage but an employee turns it down because it is unaffordable (defined by the law as costing more than 9.5 percent of the employee’s household income), the penalty is $3,000 for every employee who buys insurance on the exchange and receives a subsidy. This affordability penalty is
capped at the total penalty the company would pay if it did not offer insurance at all. MSEC’s Heath Care Reform Assessment To assist employers in their efforts to fully understand and comply with the important provisions of health care reform, MSEC has developed the Health Care Reform Assessment. The assessment provides your organization the blueprint it needs to comply with the many and ever-changing requirements of PPACA. This customized assessment analyzes the specific impact health care reform will have on your organization and provides a checklist with “action steps” for implementing the necessary changes to ensure compliance. The assessment includes a review of your business and workforce, your company’s health care benefits information, a one-hour consultation with a health care reform specialist, and a customized checklist for implementing the necessary changes relating to PPACA. This assessment is currently provided for a flat fee of $525, to get you ready for compliance in 2015. Call or email MSEC today to get started on your company’s individual health care assessment. As the required measurement periods for determining who needs to be covered have already begun, don’t wait, start the assessment today ensure compliance. If requested, MSEC can also provide a proposal to have a benefits specialist assist in the implementation of the “action steps.”
Staff Member Spotlight! Kristen Borrego Kristen Borrego became the Manager of HR Professional Staffing and Career Transition Services at MSEC in 2011. Kristen is a human resource and payroll professional with a career that spans a decade. Kristen has administered payroll and human resources in a variety of industries.
Do You Need A
During her career, Kristen has been successful as a recruiter, project manager for HRIS initiatives, compliance, and employee relations programs designed to impact employees in companies with a national presence. As a former HR professional for a national Fortune 500 company, Kristen has a depth and breadth of strategic and practical experience. Kristen’s favorite part of working in HR is helping people. She believes HR is a position where you get to be many things to an organization, business partner, social worker, recruiter, and in each of these different roles you get to help make someone’s day better.
Let MSEC double your efforts. We’ll contract with you based on your needs; full-time, part-time, every few months, or once a year. Let MSEC duplicate your productivity. Our HR professionals can work onsite, offsite or a combination of both. Let MSEC fill in the gaps. We can provide personnel for project based help, as an expert in a particular HR area or provide work overload relief.
Kristen earned her Master of Science degree in Business Management from Colorado State University. Kristen also has her Professional Human Resources designation from the HR Certification Institute as well as Certified Payroll Professional designation from the American Payroll Association.
For more information on how we can support your HR needs contact the Outsourced Consulting Services Department at 800.884.1328 or email firstname.lastname@example.org.
In her free time, Kristen likes to travel. San Francisco is one of her favorite spots. She also enjoys golfing and going to Rockies games.
Affirmative Action: Staffing Agencies and Recordkeeping Sandie Harrison, Affirmative Action Planning Services
The Office of Federal Contract Compliance (OFCCP) is the federal agency that enforces Affirmative Action executive orders, relevant statutes, and implementing regulations. Federal contractors subject to Affirmative Action laws have extensive and specific recordkeeping requirements, which include tracking the race and gender of candidates and applicants. Specifically, federal contractors must invite all candidates to voluntarily self-identify race and gender. Applicants’ responses must be maintained and incorporated into the federal contractor’s annual affirmative action plan. And, federal contractors are required to post virtually all positions with the appropriate state workforce agency. Members often ask if, and how, the use of a thirdparty staffing agencies affect a federal contractor’s recordkeeping obligations with respect to posting positions and tracking candidates, applicants, and hires. The OFCCP holds federal contractors responsible for fulfilling affirmative action recordkeeping obligations, and contractors cannot delegate or sidestep these obligations by using third-party staffing agencies. Importantly, the fact that a staffing agency is used does not change the definition of an applicant. While a federal contractor can contractually request that a staffing agency comply with the Affirmative Action recordkeeping requirements and collect and maintain the required information, the responsibility for fulfilling these obligations lies ultimately with the federal contractor.
produce the required records to the OFCCP in a compliance review, the agency is entitled to presume that the records would have been unfavorable to the contractor. We recommend that MSEC members who are federal contractors review their contracts with staffing agencies to see if these issues are addressed in these contracts. If not, we recommend that from this point forward, the federal contractor address and document this discussion with the staffing agency. We further recommend that the member incorporate pertinent language into any future contracts with staffing agencies. Keep in mind that staffing agencies are reluctant to provide outsiders with a list of applicant’s names because this is a staffing agency’s “bread and butter.” If a staffing agency refuses to agree to these terms, or to work with the company to gather the necessary information, the federal contractor should think carefully about whether it wants to use that staffing agency. A risk analysis must be conducted because if the contractor is audited by the OFCCP, it will be required to produce these records. If the company cannot produce records related to the appropriate applicant pools, the OFCCP will most likely issue a Notice of Violation for failure to keep records. If you have questions about this or Affirmative Action, please call 800.884.1328 or email us at email@example.com.
Irrespective of whether a contractor uses a staffing agency, the obligation to track applicants belongs to the contractor. If a federal contractor cannot
What Is An Investigation? Mark Flynn, Specialized Legal Services
bring in information that is not relevant to the matter needing resolution and potentially create misinformed expectations for participating employees. Admittedly, each of these components can involve myriad questions that complicate the process of investigation in the contemporary workplace. Every investigation is different. Even if you have done a number of investigations, it’s always good to have a third party to talk about your latest investigation. This is why you are a member of MSEC. We love to talk you about your investigations, and we’ve experienced a great many, so please, don’t hesitate to talk through your investigation process with us.
Workplace investigations go on all the time these days. They can range from informal conversations to a set of formal meetings. What is most important is that the investigation be appropriate in light of the circumstances. It’s helpful to define what an investigation is under any circumstances, because a good definition clarifies expectations and can help keep the process on track.
Things you hope you will never need.
Here is a good start: An investigation is a timely, unbiased, and thorough collection and assessment of relevant facts and circumstances to support informed findings which will guide decision making in the workplace. This definition incorporates the primary criteria to establish an “appropriate” investigation—one that is prompt, impartial, and thorough. One thing missing from, but embedded within, this definition is the necessity of making credibility assessments where conflicts underlie relevant facts. Underlying conflicts among employee perceptions or asserted facts are what prompt the need for investigation in the first place. Thus, we have fact finding and credibility assessments toward findings or conclusions as to what really happened. What further ties these components together is investigation scope. Scope generally describes the issues to be investigated. Be careful here because, as a practical matter, scope can be a moving target. When you uncover information, you may find that the scope either narrows or increases. Successful and effective investigations always demonstrate a clear understanding of scope—what the investigation is about and what questions are to be resolved. Having too narrow a scope can mean that all facts are not brought to light, but allowing too broad a scope can
MSEC Workplace Investigations Service falls into this category. When you need one you need it reliable, accurate, and delivered quickly. Your MSEC membership provides access to this service. Call 800.884.1328 or email firstname.lastname@example.org.
Recession and Pay Freezes: Are We Done Yet? Patty Goodwin, Surveys
During the last few years we have seen an unprecedented number of organizations report salary pay freezes for their employees. A pay freeze is defined as no increase to an employee’s base salary. As we recently finalized 2012 pay increases and collected pay increase projections for 2013 and 2014, I wondered if we had come through the recession and our pay freezes were back to “normal” (i.e., what we were experiencing pre-2008). The displayed chart looks back at 20 years of pay freezes reported by Colorado employers in our annual Benchmark Compensation Surveys. It appears we have brought pay freezes down to the level reported during our last recession (2002-2004) but still not as low as the years between the recessions (2005-2007) or the 1990’s. Of course, the necessity for pay freezes also means lower average pay increases for employees receiving increases. The average pay increases in 2009 and 2010 (the zenith of pay freezes) were 1.7 percent and 1.6 percent respectively. If we remove the pay freezes from the averages, the average pay increases for 2009 and 2010 were 3.1 percent and 2.7 percent … still not to the average pay increases received during 2005-2007, 3.5 percent. Our lowest period of pay freezes came during the years leading up to the millennium. Organizations were scrambling for experienced programmers/personnel to handle the 4-digit year conversion in software/accounting and getting ready for a new century. Employees were averaging 4.8 percent pay increases during this era. Ahhh, the good ol’ days!
In looking at the historical data, it appears we are not yet done with pay freezes. Or are we and this is just the new “norm?” Stay tuned to future MSEC surveys as we watch the trend and see what will happen next!
MSEC Library Topic: The Right People James McDonough, Membership Development
The economic recovery is underway and economists predict that 2014 will be even better. Coming back to haunt many organizations is a serious, long-term HR challenge: finding and keeping the right people to achieve organizational goals. Professional journals refer to these people as Talent, Human Capital, Workforce, or Labor. However they are labeled, highperforming people throughout the organization are essential to achieve success. MSEC members tackle this business necessity by leveraging the know-how and many services MSEC offers to identify, develop, and retain talented workers. The MSEC Library spots trends and best practices identified in publications and research, such as these samples. Identify Social media is emerging as a powerful recruiting tool per the May 2013 Workforce Management magazine. Sites like LinkedIn and Facebook facilitate “passive” recruiting by allowing organizations to humanize their image and develop relationships with “hidden” talent. Harvard Business Review’s June 2013 edition offers the “Tour of Duty” concept for companies to identify the right talent at the right time. “Tours” establish short- term employment coupled with long-term networked relationships in an upfront “win-win” agreement. This approach works for Internet start-ups to identify fresh talent on a regular basis to foster innovation. For manufacturers who need trained line workers in long-term, stable employment relationships, partnering with a local college to supply people with certified skills may work (KWWL.com article April 23, 2013). Develop A 2012 World at Work key talent retention survey lists company incentives to attract and retain people who are considered most important to the organization. Close behind cash compensation, training, and promotional opportunities are what “key talent” individuals deem most important to their decision to stay or go. Skill development is echoed in a 2013 survey from ManpowerGroup that cites staff training and candidate trainability as emergent strategies for companies struggling with “hard to fill” vacancies. Retain The 2013 Fortune “100 Best Places to Work” issue describes many ways that companies of all sizes use policies and benefits to attract, engage, and retain employees. Work-life policies such as flexible start times are powerful benefits to secure many talented employees, and cost very little. Interestingly, many of the large companies on this list are also on the 2013 Fortune 500 list of largest companies. Like people, every organization is different and unique. What works for Google may not work for a smaller organization. But being aware of what other companies do, including those in competition to recruit highlytalented people, is invaluable business information. Learning bold new ways of approaching employee challenges and overcoming staffing barriers will happen with periodic environment scans. The MSEC Library helps companies do that efficiently and effectively. UPDATE: The year is already half over! If you are not making progress on some of your 2013 HR “to do” projects, a good first step may be to contact the MSEC Library for assistance. If you need assistance identifying resources or performing research on an HR topic to move your project forward, call me at 303.223.5330 or email email@example.com.
HR Audit Case Study Heather Shockey, Outsourced Consulting Services
Has your organization ever contemplated auditing your HR practices? Doing so can be enlightening; not only may you find processes that need to change, but just as importantly, you may find practices you need to keep in place. In this article, you will walk through an HR audit case study, and learn what items are on the top of the list for HR practices. An initial review would examine whether the basic elements of the HR function are in place and whether the current staff is able to implement any improvements or best practices. If there are gaps, where are they? Is training needed, or is staff able to devote time necessary to support strong HR programs? Of course, any review would also look at whether the organization has a strong employee communications program in place, and whether it makes clear information about employee benefits, policies, procedures, programs, open positions, and other business information of interest to employees. This assumes that the organization has the proper compensation plan along with a benefit program designed to attract and retain quality employees. An important employee benefit is development. Employees are responding to surveys saying that they are looking to work for employers who do pro-
vide training and a career path. If this is something you have not focused on due to economic difficulties, realize that if you donâ€™t begin development now, you are likely to lose your best employees to other employers who understand that this must be done. An audit would also review the level of development of those HR practices that fulfill current compliance obligations. Equally important is what the department has in place to recognize new legislation applicable to the organization and to determine what changes need to be made. This is growing more important as state employment laws change at an ever faster pace, and employers expand into more states. An important item not to overlook is implementing and using established metrics to align the results of various HR activities with overall organization goals and objectives, creating clarity, efficiency, and accountability for HR efforts. This helps those outside HR understand the value of the efforts of this important aspect of the workplace. If you have any questions about HR audits, please give me a call. I am happy to help you think through whether this is something you could do in house, or whether we can help you with it.
1 The A Word...Audit 2 An HR audit can increase your HR departmentâ€™s performance and success! The audit will identify your weakness help maximize your strengths and build on the positive components of your department. MSEC can provide you with the answers you need to make your HR department excel. Call 800.884.1328 or email firstname.lastname@example.org.
I-9 Audits by HRPS Staff Christina Bauer, Specialized Legal Services
the range, that is around $1,000 per form. These are just the potential paperwork violations. ICE imposes higher fines where undocumented workers are identified during the audit.
Are your CEO and CFO concerned by the articles in the trade press about ongoing audits of I-9 forms by U.S. Immigration and Customs Enforcement (ICE)? Or are they asking you whether you have any undocumented workers on the payroll after hearing the political talk on the news or at a cocktail party about shutting down the jobs magnet for “illegal” workers? Are you being asked what your company’s potential liability is for I-9 fines? How do you respond?
What to do if you do not have the time or the expertise to audit these forms in-house?
One of the best things you can do is to audit the I-9 forms that you have in the drawer. It could be that you want to slam that drawer shut as fast as possible because at least half of the forms are incomplete or completed in ways that you suspect are wrong, but maybe there is another way forward. The primary auditing agency for the I-9 forms is ICE. ICE auditors report that they find error rates of about 50 percent and higher in most I-9 audits of U.S. companies. When audited, the average fine per form will be in the middle of the allowed range for paperwork violations, or about $500 or $550 per form. This is for forms where the documents are not adequately described, where the names of either the employee or the company are incorrectly completed, where the date of hire is not inserted into the Section 2 certification, and the like. More serious violations, like undated forms, missing signatures, failure to complete or only partially completed I-9s will result in fines near the top of
MSEC offers an I-9 audit service through its Human Resources Professional Services (HRPS) staff, under the general supervision of MSEC’s immigration attorneys. This is a for-fee service charged on the basis of the number of forms to be reviewed and the level of services you request. It covers three areas of review: trends and issues discovered in your company’s I-9 practices, identification of specific issues with specific forms, and suggestions for changes to your I-9 practices and correction of issues observed. Audits can cover I-9 forms, Colorado affirmation forms, and E-Verify forms. If you’re interested in an I-9 audit, please contact email email@example.com or call 800.884.1328 for details. We can discuss the types of services the HRPS staff can provide, the cost of each component, and provide you with a quote for the job you have in mind.
ICE is Pursuing Criminal Penalties Against Employers.
U.S. Immigration and Customs Enforcement (ICE) has increased audits by 45%. A simple I-9 audit prepared by one of our HR professional staff can save you thousands in fines and legal fees. For more information, contact the Outsourced Consulting Services Department at 800.884.1328 or email firstname.lastname@example.org.
On Demand Human Resources Kristen Borrego, Outsourced Consulting Services
With the ever changing legal environment, having solid HR practices is more crucial now than ever. In many organizations a trained HR professional or department assists in the administration of these critical practices. But for many smaller organizations having a full time HR person may not be practical. What are the options for smaller employers who need HR help but can’t afford a full-time or even part-time HR person? In the past businesses had very few options. Many organizations were forced to turn to staffing agencies to help fill the need. This option is not only expensive, but it can also fall short of providing the organization the most highly skilled person. In addition, staffing agencies often have contracts with minimum use language that forces the organization to pay for time they don’t need and will not use. Without careful attention, these temporary staffing situations can cost more than you wanted to spend without getting the results you need. MSEC’s primary job is to serve our members. After all, we are a non-profit membership organization. It is our goal to help members tackle the challenges that face them, and this is one of the challenges where we have focused our resources. To meet this need, we have created On Demand HR Services. This service allows members to access a highly skilled HR professional when they want for the amount of time they need. The organization is assigned one person, so each time a need arises they are able to contact “their” HR professional for assistance. This concept reduces costly overhead, and provides a consistent HR presence without the hassle of contracts or hiring.
MSEC Designed Total Compensation Solutions MSEC provides a full range of services to help members implement and manage a flexible yet comprehensive compensation system. We collaborate with you to align your organizational objectives and human resources strategy with your reward systems. For more information, contact email@example.com or call 800.884.1328.
If your organization needs HR assistance on as-needed basis, contact firstname.lastname@example.org or call 800.884.1328 for more information.
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Workplace Matters Magazine for July-August