Are you trying to piece together an employee benefits package for the first time? Perhaps you’re a growing business looking to cut costs yet still provide your team with highly desired benefits. In either one of these scenarios, voluntary benefits could be the solution for you!
Voluntary benefits are insurance products that are not paid for by the employer, but are offered to employees at rates that are lower than they could obtain on their own. A few examples of voluntary benefits are dental, vision, supplemental health, cancer insurance, life and disability.
Many employers prefer voluntary benefits versus offering full-suite employer-sponsored packages for the following reasons:
- Employers can offer extremely robust benefits packages with little to no employer costs.
- Additional administrative costs can be offset by the payroll tax savings the employer gains from Section 125.
- Employees also enjoy low costs when set in comparison to individual plans (by utilizing the purchasing power of your group, the employees get access to benefits at low group rates).
- Customization: Employees choose from options that fit their individual health care situations and don’t pay for the extra products they do not want or need.
- Voluntary benefits offered through your organization may provide employees with insurance products they otherwise would not be able to obtain at all (especially if the select product is only offered through employer sponsored plans and not on an individual basis).
Need some help putting together a plan that makes financial sense for both you and your employees? Your HR Advisor can point you in right direction! Get immediate assistance by calling (877) 636-9525.
If you’re a business owner or hiring manager you’re likely aware of who the U.S. Equal Employment Opportunity Commission (EEOC) is. This government organization processes about 80,000 job discrimination complaints each year, many of which turn into lawsuits against employers. Your business may be at risk for having discriminatory practices without even knowing it!
For example, did you know the following about interviewing and hiring a disabled individual?
- You can NOT ask a job applicant to answer any medical questions, take a medical exam or identify a disability during the application and interview stage. The law places strict limitations on employers and if you do this, you could face a complaint, or even worse, a lawsuit. You can however ask an applicant whether or not they are capable of performing a specific job function with or without reasonable accommodation.
- After the position has been offered to a candidate, you can then ask certain medical questions or ask the candidate to pass a medical exam. However, you are only permitted by law to do this if you require that all other new employees (disabled or not) with the same job type also answer the questions or take the exam.
- Once an employee is hired, you cannot ask medical questions or require a medical exam unless you need medical documentation to support a request for a certain accommodation within the workplace, or, you are concerned about the employee’s ability to safely or successfully perform their job.
Does your workplace need help with specific hiring situations? A second opinion is almost always worth it. As employers, it is better to be safe than sorry when it comes to compliance. HR Shield’s expert team is ready to help; just contact our team at (877) 636-9525.
A CEO is always tight with his/her Board of Directors, Executive Vice President, Director of Operations, Chief Financial Officer and others on the leadership team.
It’s good to be close with as many people as possible… After all, it is YOUR responsibility to know about each and every component of your organization. By any chance, are you close with your HR Manager and/or HR Department? Or are they more of an administrative function operating in the background?
We ask, because you may not know that HR should be “your best friend,” and should never operate in the background. No, you don’t need to spend weekends on the golf course or dining with one another’s families, but you need to work in sync with one another.
Here’s what HR is capable of (it’s not just employee management and administration):
- Taking the Reins on a Cultural Shift: Are you a new CEO or President in the process of trying to transform your organization? What better place to start than with HR? They have access to each and every employee, know all of them, and can assist with the design and implementation of a new corporate culture.
- Cost Reduction: You may rely on your Chief Financial Officer to tell you which budgets need to be reviewed or reconsidered. But, think about this: HR has direct access to all wage and hour information, benefits, corporate spending, programs, expenses and more. Ask for their input – it’s important!
- Compliance: As a President or CEO, compliance better be your business if it’s not already. Avoiding criminal charges, building a positive reparation, ensuring workplace safety, and promoting employee morale are extremely important and they’re all part of compliance. Since HR normally manages and oversees compliance, it only makes sense to work closely with this department!
Today, with countless employment laws and regulations, the constant need to limit unnecessary spending, and the desire to shift toward a more positive culture, it is critical that Presidents and CEOs partner up and become “best friends” with HR. In working together, stronger, more efficient strategies for improving your organization are born!
For more tips and best practices concerning HR, visit our blog each week! If you’d like to speak with an HR Advisor, call us today at (877) 636-9525, or contact us for more information.
“Assessment Tool” is a vague term used to describe a product that evaluates potential candidates for your company. After all, avoiding bad hires is important! People aren’t always who they appeared to be during that great interview.
Scan the web and you’ll find countless assessment tools from free-downloads to expensive multi-faceted platforms. As a hiring manager, how do you know which one is going to yield the best results? Which one is the best tool for your particular organization?
The following 5 tips are brought to you by the Omnia Group, HR Shield’s preferred provider of behavioral assessment and employment consulting services.
- Make sure you can speak with someone. If it’s an online-only solution, you don’t really know who or what is behind the tool. Are there real people to evaluate the results and offer advice if necessary? Or is it a standardized and automated process?
- Do they provide customized questioning? No two companies are alike. Just like people, each company has its own personality, culture, way of doing things, preferences, and more! Why should your tool for finding “the perfect fit” be exactly the same as the company down the street?
- Is the vendor’s assessment tool EEOC & ADA compliant?
- How long does the assessment take? Studies show that drawing out assessment tests for hours on end actually discourage candidates, frustrate them, and can bring out the qualities you DON’T want to see! By the time they’ve reached “Question #78” they aren’t even being honest anymore; they just want to finish your never-ending test!
- How quickly can results from the assessment test be provided? If the turnaround time is 3-5 days and you need to hire someone tomorrow, it may not be the right product for you!
Do you want to learn more about the Omnia Group? Visit our two previous blogs, Introducing the Omnia Group and Avoiding Bad Hires with HR Shield and the Omnia Group.
Last week we introduced the Omnia Group <Click Here to Catch Up!>, a Tampa-based behavioral assessment and employment consulting firm. This week, we’re talking a little bit more about the importance of avoiding bad hires, and how your organization can succeed at best hiring practices!
The Cost of a Bad Hire…
Despite high unemployment rates, you may still find yourself challenged with acquiring qualified talent… especially qualified talent with the right personality fit for your team!
A recent survey by Career Builder revealed that more than half of companies in the top ten world economies have been affected by a bad hire. More disappointing news: The result of a bad hire isn’t just the headache it causes for the hiring manager; it’s a mistake that can affect the entire organization and can be quite costly. In the US, 27% of employers that took the Career Builder survey reported that the cost of a bad hire exceeded $50,000.
How does it add up that quickly? Bad hires result in fewer sales, less productivity, strained client relationships, recruitment dollars lost, training dollars lost, the cost to re-list the position and re-hire the right candidate, and more! Ouch!
Avoiding Bad Hires with HR Shield & The Omnia Group…
With HR Shield we make the employee hiring process work for you with quick access to the top 10 job interview questions, employee compensation tips, and more.
Hiring employees involves a long list of important details that, if not handled properly, can lead to poor performance and leave you at risk for major fines and potential lawsuits. Asking the right job interview questions to efficiently screen your pool of candidates and find the perfect fit is definitely a step worth taking.
Introducing new hires into your organization in a way that forms a solid foundation for a successful, and profitable, working relationship isn’t a bad idea either! Studies show that formal onboarding systems lead to employees who are more satisfied with their job, perform better and stay longer. You can count on HR Shield’s comprehensive online library and expert team of advisors to make sure you have all the help you need throughout the entire employee hiring process. From orientation and training to new-hire forms and employee compensation tips, we’re here to help!
But, what if we told you that there was an assessment tool available to utilize throughout the hiring process that was extremely accurate (93% accurate to be precise) and has a track record of cutting turnover rates in half!? That is where the Omnia Group comes in! The Omnia Group’s Omnia Profile provides employers with a resourceful tool for cutting through resume catch phrases and instead providing you with an unobstructed view of a candidate’s workplace tendencies.
The Omnia Profile takes just 15 minutes for the candidate to complete and then gives you the insight to make a more informed hiring decision. The Omnia Report includes an easy-to-read graph and a full analysis of your candidate’s personality characteristics, indicating level of assertiveness, communication style, attention to detail, and pace. As an added bonus, there’s also an outline of strengths and weaknesses, follow-up interview questions with cues to listen for in responses, and, an interview scorecard.
Finally, to be certain you are making the best addition to your team, Omnia can even provide a cultural compatibility rating, based on your specific job offerings and management techniques. Finding someone who fits the “corporate culture” has long been viewed as a key to success for executives, although the concept has remained somewhat undefined – until now! Through compatibility testing, Omnia ensures that the employee is not only a great employee, but is one that will fit well into your organization and its culture.
Looking to hire someone THIS WEEK!? No problem! Have your candidate take the test now and the results report will be ready in just 3 hours! Best of all, is Omnia’s confidence in this great hiring tool. If your new hire does not work out within the first 6 months, they will provide you with a FREE PROFILE REPORT!