<![CDATA[HR Auditing | HR Compliance | Employee Assessments - EverythingHR News]]>Fri, 16 Feb 2018 10:51:27 -0500Weebly<![CDATA[New IRS Withholding Tables Are Out]]>Fri, 12 Jan 2018 17:21:13 GMThttp://elshaddaiconsulting.net/everythinghr-news/new-irs-withholding-tables-are-outIR-2018-05, Jan. 11, 2018

WASHINGTON — The Internal Revenue Service today released Notice 1036, which updates the income-tax withholding tables for 2018 reflecting changes made by the tax reform legislation enacted last month. This is the first in a series of steps that IRS will take to help improve the accuracy of withholding following major changes made by the new tax law.

The updated withholding information, posted today on IRS.gov, shows the new rates for employers to use during 2018. Employers should begin using the 2018 withholding tables as soon as possible, but not later than Feb. 15, 2018. They should continue to use the 2017 withholding tables until implementing the 2018 withholding tables.

Many employees will begin to see increases in their paychecks to reflect the new law in February. The time it will take for employees to see the changes in their paychecks will vary depending on how quickly the new tables are implemented by their employers and how often they are paid — generally weekly, biweekly or monthly.
The new withholding tables are designed to work with the Forms W-4 that workers have already filed with their employers to claim withholding allowances. This will minimize burden on taxpayers and employers. Employees do not have to do anything at this time.

“The IRS appreciates the help from the payroll community working with us on these important changes,” said Acting IRS Commissioner David Kautter. “Payroll withholding can be complicated, and the needs of taxpayers vary based on their personal financial situation. In the weeks ahead, the IRS will be providing more information to help people understand and review these changes."

The new law makes a number of changes for 2018 that affect individual taxpayers. The new tables reflect the increase in the standard deduction, repeal of personal exemptions and changes in tax rates and brackets.

For people with simpler tax situations, the new tables are designed to produce the correct amount of tax withholding. The revisions are also aimed at avoiding over- and under-withholding of tax as much as possible.

To help people determine their withholding, the IRS is revising the withholding tax calculator on IRS.gov. The IRS anticipates this calculator should be available by the end of February. Taxpayers are encouraged to use the calculator to adjust their withholding once it is released.

The IRS is also working on revising the Form W-4. Form W-4 and the revised calculator will reflect additional changes in the new law, such as changes in available itemized deductions, increases in the child tax credit, the new dependent credit and repeal of dependent exemptions.

The calculator and new Form W-4 can be used by employees who wish to update their withholding in response to the new law or changes in their personal circumstances in 2018, and by workers starting a new job. Until a new Form W-4 is issued, employees and employers should continue to use the 2017 Form W-4.
In addition, the IRS will help educate taxpayers about the new withholding guidelines and the calculator. The effort will be designed to help workers ensure that they are not having too much or too little withholding taken out of their pay.

For 2019, the IRS anticipates making further changes involving withholding. The IRS will work with the business and payroll community to encourage workers to file new Forms W-4 next year and share information on changes in the new tax law that impact withholding.]]>
<![CDATA[Standard Mileage Rate Increase for 2018]]>Thu, 04 Jan 2018 23:36:54 GMThttp://elshaddaiconsulting.net/everythinghr-news/standard-mileage-rate-increase-for-2018The IRS issues optional standard mileage rates that employers and taxpayers can use to calculate the deduction for operating an automobile for business reasons, as well as for charitable, medical or moving purposes. The new standard mileage rate is the amount a U.S. taxpayer and companies can deduct on a 2018 tax return for recorded business miles in a personal vehicle.

Issued on Dec. 14, contains the amount a taxpayer must use in calculating depreciation taken under the business standard mileage rate, and the maximum standard automobile cost that a taxpayer may use in computing the allowance under a fixed and variable rate plan.

Beginning on Jan. 1, 2018, the standard mileage rates for the use of a car (also a van, pickup or panel truck) will be:
  • 54.5 cents for every mile of business travel driven, up 1 cent from the rate for 2017.
  • 18 cents per mile driven for medical or moving purposes, up 1 cent from the rate for 2017.
  • 14 cents per mile driven in service of charitable organizations, unchanged from 2017.
The standard mileage rate for business is based on an annual study of the fixed and variable costs of operating an automobile. The rate for medical and moving purposes is based on the variable costs.]]>
<![CDATA[Why Re-Engagement Strategies Are Important to Your Company]]>Mon, 11 Dec 2017 01:20:58 GMThttp://elshaddaiconsulting.net/everythinghr-news/why-re-engagement-strategies-are-important-to-your-companyWhat do “Customer Loyalty”, “Haven’t Seen You in a While” or “Come Back and See us to Receive a Free Gift” Programs have in common?The answer: Re-engagement (or, repeat purchases!)

In other words, companies who implement the programs mentioned above use these strategies to attract current customers (not prospects) back in their space to see if they are interested in doing business with them again.
Not only is it more cost effective for a company to nurture a client who has previously done business with them than to try and find a new client, it is also easier to do business with someone you have already done business with.  On both sides of the equation.

It’s easier for the customer because they have already made up their mind about you, how you do business and how you follow through after the sale.  This is known as the customer experience.  If they had a great experience with your company, the “yes” will be easier to obtain.

It’s easier for you because you have already had a few interactions with them and they are already considered, in sales terms, a warm lead.  Again, if the customer had a great experience (or “experiences”) with your company, it is even easier.

How do you engage customers who have not purchased from you in a while? Or, customers you are looking to purchase from you again, in general?

Here are a few tips. At the very base level, you want to make sure you keep lines of communication open with your customers.  This includes asking up front if they want to be subscribed to your newsletter so they can receive regular communications.

To make an even greater impact, communicating to them about special offers and campaigns tailored specifically for customers like them. These campaigns can be as simple as the ones mentioned at the beginning of this article.

Customer Loyalty ProgramThis is a program that can be developed to reward customers based on the frequency of purchases. “Punch Card” rewards is the most popular type of Customer Loyalty Program you may be familiar with, but there are other strategies that can be used in this type of program.

“Haven’t Seen You in a While” ProgramFor customers who haven’t purchased from you in a while, first, define what a “while” looks like for you.  Then decide how to reach out to customers – email is the most popular.  The premise of this strategy is to reach out and provides a friendly and light tone and also provides value to your customers.

“Come Back and See us to Receive a Free Gift” ProgramThis is a type of re-engagement strategy that is more than a “friendly reminder” about your company.  This type of strategy provides an incentive for customers to come back and see you.  You can provide a coupon,  a discount or any kind of offer.  My favorite, and most cost effective incentive is a branded item that will keep you top of mind withouttting into your profits.

The re-engagement programs above are only a few programs that can be implemented in your company to keep you on top of your customers minds and help you generate repeat purchases.  The key lies in providing a call to action that grabs the customers attention so they can focus on you – even if it is for a second, the impression can create a powerful impact.

​By Christina Concord Antina Promotion 900 Wilshire Dr. suite 202 Troy, MI 48084 (248) 254-3845 www.antinapromo.com 

<![CDATA[Introducing Hire to Drive Business in 2018 A Guide To Small Business Multi-Generational Talent Management Webinar Series]]>Sun, 01 Oct 2017 18:00:05 GMThttp://elshaddaiconsulting.net/everythinghr-news/introducing-hire-to-drive-business-in-2018-a-guide-to-small-business-multi-generational-talent-management-webinar-series                                               Webinar Wednesdays

Everyone knows that a business is only as good as the people behind it and every entrepreneur wants his/her company to be the best, so you should look to recruit the best employees. But, locating talent that aligns with the goals, mission and vision of a business is the #1 issue facing small business owners. It is your responsibility as a small business owner to understand how much of your role is really about your employees, as well as aspects of legislation, policy, and procedures that involve human resource issues.  This series will allow participants the opportunity to obtain practical illustrations on how to “Hire to Drive Business” in a multi-generational workforce.  Experts in human resources and employment law will be on hand to address employment issues that are critical to the success of your business. 

Benefits of Attending

  • Access to Human Resource professionals
  • Access to Employment Law professionals
  • Stay up to date on employment laws
  • See the latest small business HR Technology
  • Obtain practical talent management illustrations
  • How a multi-generational workforce can drive business
  • Hire employees that align with the goals, mission and vision of your company

What you will learn:

January: Understand the role of human resources today, Major Employment Law Decisions, and Legal Updates during the past year that will impact you in 2018
February: Define the role of the business owner in the recruitment process
March:  Top 10 mistakes employers make that lead to employment-related litigation, and how to avoid them
April:  Why Wage and Hour Claims have Quadrupled over the past decade and what Employers can do avoid a wage and hour lawsuit
May:  What is the difference between hiring for talent and hiring for experience
June:  Employee/Independent Contractor Misclassification Issues/Strategies
July: General Employee Handbook Tips and Strategies
August:  How the Multi-Generational workforce can drive your business to the next level
September: Strategies regarding Employee Retention /Managing Problem Employees
October:  How employees are motivated
November:  When to outsource HR
December: Major Employment Law Decisions and Legal Updates during 2017 that will impact you in 2018
How will you benefit:
  • Obtain a step by step guide of the new hire process
  • Have a structured approach to hiring and retention
  • Protect your bottom line from regulatory fines and employee lawsuits
  • Hire employees that align with the goals, mission and vision of your company
  • Obtain information on the 2018 labor laws and how it will affect your business
  • View practical illustrations to drive business
  • Build your HR library
  • See the latest small business HR technology
  • Access to HR professionals, employment law and immigration attorneys
Who should attend?
All small to mid-size business owners, managers, supervisors, and human resource professionals.

Cost:  Free

Click here to register
<![CDATA[QuickBooks Connect 2017]]>Sat, 16 Sep 2017 13:11:35 GMThttp://elshaddaiconsulting.net/everythinghr-news/quickbooks-connect-2017QuickBooks Connect is a multi-day event that brings entrepreneurs, small businesses, accountants & developers together to grow, learn & connect with each other to drive business.  For more information go to ​https://quickbooks.intuit.com/connect/ ]]><![CDATA[Thank you for your support!!!]]>Thu, 14 Sep 2017 16:32:36 GMThttp://elshaddaiconsulting.net/everythinghr-news/thank-you-for-your-support
I want to thank Intuit QuickBooks for the opportunity to have participated in the $100,000 App showdown.  Over the past month, I have received the support of the community, Macomb OU Incubator, TechTown Detroit, Great Lakes Women’s Business Council, Small Business Administration Emerging Leaders, EverythingHR Clients, QuickBooks customers, family, friends, and my amazing staff.  Together we accumulated over 900 votes for EverythingHR.   The telephones calls we have received from Intuit QuickBooks customers across the country desiring human resource assistance has reinforced our purpose to provide cost effective human resource products and services to businesses  and organizations that DO NOT have the in house expertise to support their most valuable and most expensive asset on their booksEMPLOYEES.  This past month has proven that EverythingHR integration with QuickBooks online is not just another app, what separates us from our competition is that we have HR professionals on hand to assist QuickBooks customers with HR-related tasks and questions.
Thank you for your ongoing support.
Felicia G. Harris
President and CEO
<![CDATA[Introducing Webinar Wednesdays]]>Thu, 31 Aug 2017 12:50:21 GMThttp://elshaddaiconsulting.net/everythinghr-news/introducing-webinar-wednesdaysBeginning October 4th EverythingHR will host monthly webinars designed to equipment Business Owners and Managers with the tools they need to drive revenue with their most valuable asset - Employees.  Each month you will have the opportunity to hear from Employment Attorneys, Immigration Attorneys, HR Professionals, Certified Coaches, and Recruiters.  Information on how to register will be released September 18, 2017]]><![CDATA[Tip pooling restrictions apply only when ‘tip credit’ claimed DOL Tip-Pooling Regulations Ruled Invalid]]>Sun, 27 Aug 2017 21:57:31 GMThttp://elshaddaiconsulting.net/everythinghr-news/tip-pooling-restrictions-apply-only-when-tip-credit-claimed-dol-tip-pooling-regulations-ruled-invalidEmployers that pay employees above minimum wage, without claiming a "tip credit," are not obligated to give employees a share of customer tips, according to the 10th U.S. Circuit Court of Appeals, which rejected Department of Labor (DOL) regulations as invalid.

Employees in the food services industry often are compensated through a combination of hourly wages and tips. The Fair Labor Standards Act (FLSA) recognizes this industry standard and provides that employers can claim a tip credit against their minimum-wage obligations on the basis of tips that employees receive.

If an employer wishes to claim the credit, employees must be permitted to retain all of the tips they receive, unless the employee participates in a valid tip pool. The FLSA is silent as to whether these rules apply when an employer does not claim the tip credit. However, in 2011 the DOL issued a regulation purporting to bar all tip-pooling that does not comply with the FLSA's notice and retention requirements, regardless of whether an employer claims the tip credit.

Bridgette Marlow worked for The New Food Guy, a catering company doing business as Relish Catering. For her work, Marlow was paid $12 per hour and $18 per hour for overtime. Relish Catering accepted tips from customers but neither shared those tips with its employees nor offered any explanation to its employees of how those tips were shared. Marlow filed a lawsuit, alleging that the FLSA required her employer to pay her a share of all tips received from catering customers.

The lower court dismissed the case on the pleadings, implicitly stating that the DOL regulation was invalid. Marlow appealed.

On appeal, Marlow argued that Relish Catering's practice of retaining tips violates the FLSA and that she was entitled to a share of any tips the company received from customers. Regardless of what the employee receives in wages, she argued, if an employer retains tips, it can achieve the equivalent of paying out less than minimum wage. If a $15-per-hour employee works 8 hours and receives $120 for that shift, but the employer receives and retains $80 in tips attributable to the employee's work, the employer has really only paid out $40—or $5 per hour—for that shift, or so the argument goes.

The 10th Circuit rejected this argument, finding that the FLSA is concerned with what employees receive, not the source of funds that are used to pay the wage. The appellate court held that if the employer pays an employee at or above minimum wage but does not claim a tip credit against its minimum-wage obligations, there can be no FLSA violation.

Marlow next argued that Relish Catering violated a DOL regulation stating that tips are the property of an employee, regardless of whether the employer claims a tip credit.

The appellate court compared the FLSA with the regulation and concluded that the FLSA's silence did not allow the department to issue this type of rule, which was therefore invalid. Because the regulation was invalid, the claim based on the regulation was dismissed. It is worth noting that the 10th Circuit made no mention of the fact that the 9th Circuit recently considered the same regulation and reached the opposite conclusion.

Marlow v. The New Food Guy, 10th Cir., No. 16-1134 (June 30, 2017).
<![CDATA[Jobless Rate ties 16 year low at 4.3%]]>Fri, 04 Aug 2017 13:00:45 GMThttp://elshaddaiconsulting.net/everythinghr-news/jobless-rate-ties-16-year-low-at-43Total nonfarm payroll employment increased by 209,000 in July, and the unemployment rate was little changed at 4.3 percent, the U.S. Bureau of Labor Statistics reported today.

Employment increased in food services and drinking places, professional and business services, and health care.

Household Survey Data

Both the unemployment rate, at 4.3 percent, and the number of unemployed persons, at 7.0 million, changed little in July. After declining earlier in the year, the unemployment rate has shown little movement in recent months.

Among the major worker groups, the unemployment rates for adult men (4.0 percent), adult women (4.0 percent), teenagers (13.2 percent), Whites (3.8 percent), Blacks (7.4 percent), Asians (3.8 percent), and Hispanics (5.1 percent) showed little or no change in July.

Among the unemployed, the number of long-term unemployed (those jobless for 27 weeks or more) was little changed at 1.8 million in July and accounted for 25.9 percent of the unemployed.

The labor force participation rate, at 62.9 percent, changed little in July and has shown little movement on net over the past year. The employment-population ratio (60.2 percent) was also little changed in July but is up by 0.4 percentage point over the year.

The number of persons employed part time for economic reasons (sometimes referred to as involuntary part-time workers), at 5.3 million, was essentially unchanged in July. These individuals, who would have preferred full-time employment, were working part time because their hours had been cut back or because they were unable to find a full-time job.

In July, 1.6 million persons were marginally attached to the labor force, down by 321,000 from a year earlier. (The data are not seasonally adjusted.) These individuals were not in the labor force, wanted and were available for work, and had looked for a job sometime in the prior 12 months. They were not counted as unemployed because they had not searched for work in the 4 weeks preceding the survey.

Among the marginally attached, there were 536,000 discouraged workers in July, essentially unchanged over the year. Discouraged workers are persons not currently looking for work because they believe no jobs are available for them. The remaining 1.1 million persons marginally attached to the labor force in July had not searched for work for reasons such as school attendance or family responsibilities.

Establishment Survey Data

Total nonfarm payroll employment increased by 209,000 in July. Job gains occurred in food services and drinking places, professional and business services, and health care.

Employment growth has averaged 184,000 per month thus far this year, in line with the average monthly gain in 2016 (+187,000).

Employment in food services and drinking places rose by 53,000 in July. The industry has added 313,000 jobs over the year.

Professional and business services added 49,000 jobs in July, in line with its average monthly job gain over the prior 12 months.

In July, health care employment increased by 39,000, with job gains occurring in ambulatory health care services (+30,000) and hospitals (+7,000). Health care has added 327,000 jobs over the past year.

Employment in mining was essentially unchanged in July (+1,000). From a recent low in October 2016 through June, the industry had added an average of 7,000 jobs per month.

Employment in other major industries, including construction, manufacturing, wholesale trade, retail trade, transportation and warehousing, information, financial activities, and government, showed little change over the month.

The average workweek for all employees on private nonfarm payrolls was unchanged at 34.5 hours in July. In manufacturing, the workweek was also unchanged at 40.9 hours, and overtime remained at 3.3 hours. The average workweek for production and nonsupervisory employees on private nonfarm payrolls was 33.7 hours for the fourth consecutive month.

In July, average hourly earnings for all employees on private nonfarm payrolls rose by 9 cents to $26.36. Over the year, average hourly earnings have risen by 65 cents, or 2.5 percent. In July, average hourly earnings of private-sector production and nonsupervisory employees increased by 6 cents to $22.10.

The change in total nonfarm payroll employment for May was revised down from +152,000 to +145,000, and the change for June was revised up from +222,000 to +231,000. With these revisions, employment gains in May and June combined were 2,000 more than previously reported. Monthly revisions result from additional reports received from businesses and government agencies since the last published estimates and from the recalculation of seasonal factors. Over the past 3 months, job gains have averaged 195,000 per month. ]]>
<![CDATA[DOL Asks if Multiple Salary Levels for Overtime Exemptions Are a Good Idea]]>Sat, 29 Jul 2017 19:48:24 GMThttp://elshaddaiconsulting.net/everythinghr-news/dol-asks-if-multiple-salary-levels-for-overtime-exemptions-are-a-good-ideaThe Department of Labor (DOL) suggested more complex alternatives to the blocked overtime rule of the Obama administration in its July 25 request for information (RFI) on overtime. These alternatives include having multiple standard salary levels for white-collar exemptions from overtime, adjusted for the varying costs of living across different parts of the United States.
The DOL issued the RFI, published in the July 26 Federal Register, in preparation for drafting a proposed rule on the white-collar overtime exemptions. The use of an RFI in the rulemaking process is optional but the DOL chose this option rather than immediately publishing a proposed rule in light of pending litigation over the 2016 overtime rule.