Effectively execute your business plan

Connie Laughlin

Find the freedom to execute your day-to-day business plan without all the HR worries. What would you think about having the opportunity to just be the think-tank person in charge leading the direction of your company, without the burden of HR?

What exactly is HR? Human Resources is everything having to do with your employees on the worksite – payroll, payroll taxes, unemployment claims, workers’ compensation insurance and claims management, safety programs, legal compliance, workplace employee procedures and policies, and the administration of benefits.

You’d be surprised how much more you could accomplish if you had proactive HR plans in place. In addition, you wouldn’t have to administer anything but the day-to-day direction of your employees that drive your business.

Establish and execute a plan of action for HR and be done with it. There are a multitude of laws that change from year to year and you need to comply with every one that applies to your business. If you are going it alone, you’ve got to stay on top of it.

Is your company presently running a big risk? Do you even know what risks you might be taking by not having up-to-date, legally compliant HR procedures in place? It might be frightening once you think about all the what-ifs, and rightfully so.

Risk Mitigation

A strategically designed program to eliminate or lower risk must be in place. This plan should target issues specific to your company, lower the risk factors, and help enhance production and morale. Should there be a loss, these programs help minimize that loss.

Employee manuals, job descriptions, and new hire forms need to be updated, reviewed, and documented annually.
Safety manuals and programs should be in place and documented annually.
Worksite injuries need to be handled immediately, by professionally trained staff.
Unemployment hearings need to be handled appropriately and HR procedures must be in place to ensure only valid claims are paid.
I-9’s need to be properly documented and filed.

Expenses Affecting Budget

Outsourcing HR helps keep your budget on track with the pay as you go plan and by eliminating a multitude of un-foreseen risks.

Unemployment claims driving your SUTA rate higher
Employment turnover due to improper HR structure
Quarterly tax payments and fines
Workers’ compensation insurance premiums and end of the year audit billings
Payroll time accounting and payroll solutions

You must be educated and up-to-date on how to effectively run the HR side of your company. It doesn’t matter if your office has 12 employees or 1,200. If you have an employee in charge of HR, how do you know it’s being handled appropriately? An alternative HR plan is available. If you are the one overseeing HR wouldn’t your time be more effectively spent driving revenue?

How do you spell relief? PEO (Professional Employer Organization)

It’s not easy to find business solutions or the personnel to blend continuity with experience and professionalism over the long haul. It is tough enough to drive core functions on a daily basis. My experience has been that too many business owners down play or ignore the impact that not having HR processes in place could have on their business. It’s a disturbing trend in today’s world of mitigation and “free rides”. The mindsets of some business leaders stay sheltered from the consequences that could lie ahead. Sometimes having appropriate plans in place aren’t costly, and you are wise to ensure you are legally protected while implementing the worksite policies that provide positive employee morale.

In an effort to recruit and encourage a higher level of employees to your place of business, provide the most benefits you can afford to offer. If a full-blown health care plan isn’t affordable, you might want to offer alternative plans that don’t require your participation. Benefits administration can be a tiresome and tedious job, as every year you’re looking for the best deal with the most robust offering.

The aggregate buying power of HR process outsourcing companies called PEO’s (Professional Employer Organizations) is one viable solution. They are more than likely the one to find the best health insurance option for your company. If you chose their health insurance plan, they administer it. Professional Employer Organizations provide the total package. Effective and efficient payroll administration, workers’ compensation insurance/claims management, unemployment claims management, safety programs, human resource procedures (employee handbooks and policies) with respect to hiring, disciplinary actions and terminations are all key ingredients for morale and leading a proactive company.

Take your business to the next level. Small businesses can run professionally and have the same benefits just like a Fortune 500 company for normally the same cost as you’re presently paying or maybe you can even save a few bucks. Having worksite regulations and policies in place protects your assets, which adds up to a lot more than a few bucks!

For more information on what federal regulations concern your business, workers’ compensation insurance, how to reduce SUTA rates, or for a HR analysis on your business call or email Connie Laughlin for more information. Connie can be reached at (800) 824-8367 or at conniel@uniquehr.com. Website: www.uniquehr.com


Effectively execute your business plan Connie Laughlin Find the freedom to execute your day-to-day business plan without all the HR worries. What would you think about having the opportunity to just be the think-tank person in charge leading the direction of your company, without the burden of HR? What exactly is HR? Human Resources is everything having to do with your employees on the worksite – payroll, payroll taxes, unemployment claims, workers’ compensation insurance and claims management, safety programs, legal compliance, workplace employee procedures and policies, and the administration of benefits. You’d be surprised how much more you could accomplish if you had proactive HR plans in place. In addition, you wouldn’t have to administer anything but the day-to-day direction of your employees that drive your business. Establish and execute a plan of action for HR and be done with it. There are a multitude of laws that change from year to year and you need to comply with every one that applies to your business. If you are going it alone, you’ve got to stay on top of it. Is your company presently running a big risk? Do you even know what risks you might be taking by not having up-to-date, legally compliant HR procedures in place? It might be frightening once you think about all the what-ifs, and rightfully so. Risk Mitigation A strategically designed program to eliminate or lower risk must be in place. This plan should target issues specific to your company, lower the risk factors, and help enhance production and morale. Should there be a loss, these programs help minimize that loss. Employee manuals, job descriptions, and new hire forms need to be updated, reviewed, and documented annually. Safety manuals and programs should be in place and documented annually. Worksite injuries need to be handled immediately, by professionally trained staff. Unemployment hearings need to be handled appropriately and HR procedures must be in place to ensure only valid claims are paid. I-9’s need to be properly documented and filed. Expenses Affecting Budget Outsourcing HR helps keep your budget on track with the pay as you go plan and by eliminating a multitude of un-foreseen risks. Unemployment claims driving your SUTA rate higher Employment turnover due to improper HR structure Quarterly tax payments and fines Workers’ compensation insurance premiums and end of the year audit billings Payroll time accounting and payroll solutions You must be educated and up-to-date on how to effectively run the HR side of your company. It doesn’t matter if your office has 12 employees or 1,200. If you have an employee in charge of HR, how do you know it’s being handled appropriately? An alternative HR plan is available. If you are the one overseeing HR wouldn’t your time be more effectively spent driving revenue? How do you spell relief? PEO (Professional Employer Organization) It’s not easy to find business solutions or the personnel to blend continuity with experience and professionalism over the long haul. It is tough enough to drive core functions on a daily basis. My experience has been that too many business owners down play or ignore the impact that not having HR processes in place could have on their business. It’s a disturbing trend in today’s world of mitigation and “free rides”. The mindsets of some business leaders stay sheltered from the consequences that could lie ahead. Sometimes having appropriate plans in place aren’t costly, and you are wise to ensure you are legally protected while implementing the worksite policies that provide positive employee morale. In an effort to recruit and encourage a higher level of employees to your place of business, provide the most benefits you can afford to offer. If a full-blown health care plan isn’t affordable, you might want to offer alternative plans that don’t require your participation. Benefits administration can be a tiresome and tedious job, as every year you’re looking for the best deal with the most robust offering. The aggregate buying power of HR process outsourcing companies called PEO’s (Professional Employer Organizations) is one viable solution. They are more than likely the one to find the best health insurance option for your company. If you chose their health insurance plan, they administer it. Professional Employer Organizations provide the total package. Effective and efficient payroll administration, workers’ compensation insurance/claims management, unemployment claims management, safety programs, human resource procedures (employee handbooks and policies) with respect to hiring, disciplinary actions and terminations are all key ingredients for morale and leading a proactive company. Take your business to the next level. Small businesses can run professionally and have the same benefits just like a Fortune 500 company for normally the same cost as you’re presently paying or maybe you can even save a few bucks. Having worksite regulations and policies in place protects your assets, which adds up to a lot more than a few bucks! For more information on what federal regulations concern your business, workers’ compensation insurance, how to reduce SUTA rates, or for a HR analysis on your business call or email Connie Laughlin for more information. Connie can be reached at (800) 824-8367 or at conniel@uniquehr.com. Website: www.uniquehr.com
2014 Alice Business Today - June 2014