Workers’ compensation protects your employees and your company, but there can always be individuals who are out to manipulate the system for personal gain. In the spirit of Halloween, the workers’ compensation experts at Progressive Employer Management Company (PEMCO) offer some insight into some tricks to watch out for and some treats on keeping the system running smoothly.
Claimant is hard to reach
If it is nearly impossible to reach the claimant on the phone, the chances are much greater that they are attempting to scam your company. The lack of communication can be very frustrating, but a PEO can provide advice and assistance in the best ways to deal with an unavailable claimant.
If there are no witnesses to a workplace accident, it is especially important to make sure that injuries of the employee match up with their description of the incident. Our workers’ compensation specialists have a great deal of experience in determining if injuries are work-related.
According to the National Council on Compensation Insurance, workers’ compensation claim costs can end up to 51 percent higher if the injury or illness becomes more severe before treatment. Timely reporting ensures your employee gets the best care and protects your bottom line.
Proper education about the process
Don’t keep the workers’ compensation process a secret from your employees. The more they know and the more transparent your business is about their options, the less likely they are to turn to outside legal help to try to better navigate the system.
Establishing a comprehensive safety training program can save your business anywhere from $4 to $6 for every $1 invested. It also helps protects your workers, which is the right thing to do.
By employing a professional employer organization like PEMCO, your workers’ compensation programs will be properly managed to prevent fraud and to better serve your employees. Contact us today to learn more.
For a small- to medium-sized business, maintaining compliance with payroll regulations in multiple states can range from a headache to a nightmare. Partnering with the payroll experts of a professional employer organization (PEO) can simplify the process and reduce the administrative burden on your company.
Critical payroll issue
According to an article about tax compliance from the Bloomberg BNA library, the burden of dealing with multistate regulations is a critical payroll issue:
States and localities also have been changing their minimum wages and requiring leave and other benefits with greater frequency, said Brent R. Gow, CPP, director of global payroll consulting and compliance for Starbucks Coffee Co. Some of those changes can have a big effect on garnishments, he said. Large organizations with operations in these localities are struggling to keep up with these changes and stay compliant.
Minimum wage changes
Although Federal Minimum Wage hasn’t been raised since 2009, employers face a patchwork of state and local regulations regarding minimum pay rate. At the start of 2017 alone, 19 states raised their minimum wage rates for businesses.
State and federal payroll guidelines continue to grow ever more complex. New laws and regulations will continue to be enacted, leaving overburdened administrators struggling to keep up with the changes; meanwhile, there are the daily obligations of complying with federal overtime regulations to keep your business out of financial and legal trouble. Fair Labor Standards Act (FLSA) violations can leave your company reeling from civil penalties between $1,000 and $10,000 per citation.
The complexities of state and federal payroll regulations may seem overwhelming and hard to navigate, but outsource payroll administration to the experts at Progressive Employer Management Company is a cost-efficient way to avoid penalties and legal trouble. We also offer an intuitive, user-friendly online payroll reporting system that cuts down on the hassle of accounting for time and attendance. Contact us today.
So, you have finally gotten a pool of qualified candidates after months of searching. Now comes the time for the in-person interview. The problem is that not only job seekers can trip up during an interview. Hiring managers with small- to mid-sized businesses have to be sure not to violate federal anti-discrimination guidelines. The wrong question can leave your business liable and vulnerable to lawsuits.
Managers involved in the hiring process must be familiar with the dictates of laws like Title VII of the Civil Rights Act of 1964, which prohibits employment discrimination based on race, color, religion, sex and national origin, and the Americans with Disabilities Act of 1990. The ADA establishes requirements for businesses to prohibit discrimination against people with disabilities.
Too often, hiring managers ender an interview with little real knowledge of how to properly interact with candidates. Even questions treated as small talk (“Are you married? How old are your children?”) can be perceived as discriminatory under the law. They can be used as evidence against your company in an employment discrimination lawsuit.
To avoid liability, questions should never be asked about birthplace, religion, or ethnicity. Similarly, off-limit topics include marital status, sexual preference, age, illnesses, disabilities, or lifestyle choices.
Does it sound overly complicated? This is where the human resources experts of a professional employer organization like PEMCO can provide much-needed guidance and clarity. We can remove the burden of trying to keep up with complicated federal and state employment regulations. You can also outsource administration of hiring and recruiting to us. This provides a cost-effective alternative to hiring full-time human resources staff for your company.