Addressing Opioids in the Workplace

We have published this helpful toolkit to help address this problem.

Click Here for the Full Benefits Toolkit – Addressing Opioids in the Workplace

There are over 42,000 opioid-related deaths in the United States each year, according to the Centers for Disease Control and Prevention (CDC)—a figure that has been rising steadily since the turn of the century. The opioid death rate is now more than five times greater than it was in 1999.

In addition to the skyrocketing opioid-related deaths, there are countless Americans who are still abusing prescription medications. This means employers must figure out how best to address this crisis with employees. That is where Solutions At Work can help.

The purpose of this toolkit is to help employers understand and deal with the opioid epidemic, create a healthier and more productive workforce, and reduce costs. This toolkit is not intended to replace the advice of a medical or legal professional. In many cases, you may need to contact a professional for assistance. However, this information can serve as a starting point for developing a meaningful opioid strategy.

Contact Us to help you put a policy in place for drug abuse in the workplace.

Compensable Time: What You Need to Know

Click Here for the full HR Brief – April 2018

The Fair Labor Standards Act (FLSA) requires employers to pay their employees for all hours they are “suffered or permitted to work.” These hours are known as “work hours” or compensable time.

What is compensable time?

Compensable time includes all hours during which an individual is actually performing productive work and all hours an employee is required by his or her employer to remain available for the next assignment. Compensable time does not include periods where an individual is relieved of all obligations and is free to pursue his or her own interests.

How is compensable time calculated?

To determine how much of an employee’s time is compensable time, employers must determine whether the employee is on duty, and how rest periods or certain industry extended hours affect an employee’s hours of work. The U.S. Department of Labor’s (DOL) Wage and Hour Division enforces work hour standards.

What are the penalties for noncompliance?

FLSA violations are punishable by a fine of up to $10,000, imprisonment for up to six months or both. In addition, these violations are subject to civil liability in state or federal courts and employers may be required to compensate employees for unpaid wages, liquidated damages, attorneys’ fees, court costs and any other amount a court sees fit to impose. Fee amounts may increase for repeat and willful offenders.

Employers may not discharge or discriminate in any manner against an employee who files a complaint or cooperates with the DOL in an investigation or proceeding.

DID YOU KNOW?

More than 60 percent of employee turnover is voluntary, according to a recent ADP Research Institute report. This report allows employers to understand the workplace characteristics that are most likely to lead to employee turnover.

If you are experiencing high turnover, chances are you are experiencing high losses as well. It costs nearly 20 percent of an employee’s annual salary to replace an employee. Contact us today to learn more about valuable retention strategies to implement at your company.

FBI Warns of Direct Deposit Phishing Attacks

The FBI warns that cyber criminals are posing as HR employees and using a phishing scam to get employees to provide the scammer with access to the company’s self-service payroll platform.

When employees click on the link within the scammer’s email and provide the requested information, they unknowingly provide the scammer with their W-2 and pay stub information. The scammer can then change direct deposit instructions, passwords, credentials and email addresses linked to the account to avoid detection. In the majority of cases, employers were not aware of anything until workers reported they weren’t receiving their wages.

To learn how you can prevent this from happening at your organization, please view the FBI’s suggestions or request employee cyber security training materials from Solutions At Work today.

Questions?

Contact Solutions At Work at for more information on wage payment and work hour laws.

Businessman pulling a clock hand backwards

New I-9 Form Available for use in September 2017

On July 17, 2017, U.S. Citizenship and Immigration Services (USCIS), part of the U.S. Department of Homeland Security, issued an updated version of Form I-9: Employment Eligibility Verification (Form I-9). Under federal law, every employer that recruits, refers for a fee or hires an individual for employment in the United States must complete a Form I-9.

The updated form replaces a version that was issued in 2016. Employers may continue using the 2016 form until Sept. 17, 2017. Exclusive use of the updated form is expected by Sept. 18, 2017. The new form expires on Aug. 31, 2019.

ACTION STEPS

  • Employers must become familiar with the new Form I-9 and transition to its exclusive use by Sept. 18, 2017.
  • Employers must continue their compliance with collecting and retaining Form I-9.
  • Employers may download the 2017 Form I-9from the USCIS website.


Field Changes and Updates

The changes made by USCIS include revisions to the instructions and to the list of acceptable documents.

Revisions to Instructions Revisions to List of Acceptable Documents
·   USCIS changed the name of the Office of Special Counsel for Immigration-Related Unfair Employment Practices to its new name, Immigrant and Employee Rights Section.

·   USCIS removed “the end of” from the phrase “the first day of employment.”

·   USCIS added the Consular Report of Birth Abroad (Form FS-240) to List C. Employers completing Form I-9 on a computer will be able to select Form FS-240 from the drop-down menus available in List C of Section 2 and Section 3. E-verify users will also be able to select Form FS-240 when creating a case for an employee who has presented this document for Form I-9.

·   USCIS combined all the certifications of report of birth issued by the Department of State (Form FS-545, Form DS-1350 and Form FS-240) into selection C#2 in List C.

·   USCIS renumbered all List C documents except the Social Security card. For example, the employment authorization document issued by the Department of Homeland Security on List C will change from List C #8 to List C #7.

Source: USCIS

More Information

Please visit the USCIS website for more information regarding USCIS or the new Form I-9.

Download the full document here: New I-9 Published for Use in September

 

How Solutions At Work Supports BOOMCHICKAPOP’s Growth in Reno

An increasing number of established companies are setting up new operations in Reno, bringing new jobs and investments to our region. Angie’s BOOMCHICKAPOP, an artisan snack company based in Mankato, Minnesota, is one of those organizations. Companies like BOOMCHICKAPOP who are managing new operations in Reno are discovering that expansion comes with its own set of unique challenges.

Not having an established reputation or brand recall in Reno sometimes makes it difficult for organizations new to the area to recruit and retain high-value employees who truly understand their culture. Setting up new operations over a thousand miles away from the corporate office may also make human resources management more challenging, as BOOMCHICKAPOP found.

Download the case study to learn how Solutions At Work stepped in to help BOOMCHICKAPOP build a strong and reliable team, meet critical business objectives, and ultimately thrive in Reno. 

Whether your organization is new to the Reno area, or firmly established, human resource challenges that require extra effort and attention sometimes arise. If your organization needs help with anything related to human resources, including recruitment, benefits management or new employee onboarding, don’t go it alone. Get the help you need with reliable and customizable HR services from Solutions At Work. Contact us today to get started.

How Can a Professional Employer Organization (PEO) Benefit Your Business? [INFOGRAPHIC]

Employee relations management, payroll services, HR compliance, recruitment. These administrative tasks are crucial to the business, but they can be laborious and extremely time-consuming. They distract you, the business owner, and leave you very little time for revenue-generating projects that can grow your business. The good news is, you can outsource these HR jobs and responsibilities while still having complete control of your organization.

Solutions at Work has partnered with Clark and Associates to offer the most comprehensive Professional Employer Organization (PEO) in Nevada. A PEO provides HR, payroll, employee benefits, and risk management services. When you join a PEO, you’re able to reduce time spent on administrative tasks while still offer great benefits to your employees.

Download “How can a PEO benefit your business?” [Infographic]

Professional Employer Organization Nevada

How Can a Professional Employer Organization Help My Business?

There is no greater ally to today’s small business than the Professional Employer Organization (PEO), yet most business owners are unaware of the benefits they bring. The economic data proves that small businesses using a PEO grow faster, have lower employee turnover, and are much less likely to go out of business. Small business owners have the assurance they need to let a PEO handle employment tax issues along with back-office administrative and HR tasks while they focus on running a successful business.

Through a PEO, employees of small businesses gain access to employee benefits such as 401(k) plans; health, dental, life, and other insurance; dependent care and other benefits typically provided by large companies. According to a recent study, by noted economist Laurie Bassi, businesses in a PEO arrangement grow 7-9 percent faster, have 23-32 percent lower employee turnover, and are 50 percent less likely to go out of business than companies not using a PEO.

Look to the Solution

Our local economic environment is rapidly changing and every business owner is looking for qualified staff and retaining their current workforce to continue growing.  We are thrilled to announce a solution for your company. Solutions At Work and Clark & Associates have teamed up with A Plus Benefits, enabling us to offer businesses a PEO.

This service provides small companies with the opportunity to take advantage of large group benefit plans and reduce overall benefit and payroll costs. Your compliance burden is also greatly reduced by outsourcing these functions and focusing on what you do best – growing your business!  These are just a few of the benefits available to you!

We would like to extend an invitation to provide you with a no-cost/no-obligation consultation to discuss how the Solutions at Work PEO offering could be a solution for your company.

For more information or to schedule an appointment, contact Sarah Sommers, CEO of Solutions At Work, or Valerie Clark, President of Clark & Associates. You can also call us 775-828-7420.

Download a PDF version of this press release or the Solutions at Work PEO flyer.

No Changes to the State’s Minimum Wage or Overtime Requirements for Nevada in 2014

Thoran Towler, the Nevada Labor Commissioner, announced that there will be no change to the state’s minimum wage or overtime requirements in 2014. The minimum wage for employees who receive qualified health benefits from their employers will remain at $7.25 per hour and the minimum wage for employees who do not receive health benefits will remain at $8.25 per hour.

Nevada employers will not see an increase in the threshold for daily overtime. Nevada is one of a few states with a daily overtime requirement in addition to the Federal requirement to pay overtime for more than 40 hours in a work week. Employees who receive qualified health benefits from their employer and earn less than $10.875 per hour, and employees earning less than $12.375 per hour who do not receive qualified health benefits, must be paid overtime whenever they work more than 8 hours in a 24-hour period. See 2014 State of Nevada Annual Bulletins below: