From Compliance to Engagement: How HR Tech Can Unite Your Multi-State Workforce

March 2, 2020 | 177 views

In today’s competitive job market, more and more companies are hiring remote employees to help fill high-demand roles and tap into new markets. While this arrangement is usually a win-win for employees looking for a new job and employers looking to connect with top talent, remote work opens the door to some complicated compliance issues. The same challenges arise if your company has offices in other states, too. Having employees scattered around the country means you need to stay on top of federal and state payroll rules, training requirements, and leave laws to ensure your business is compliant.

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HR UNIVERSAL GmbH

Any durable recruitment success is built on solid foundations of mutual respect, essential fairness, and lasting authenticity. The path ahead is the great unknown. The challenge is to break new grounds, follow one’s goals, mobilize all assets, find solutions, and shape the future with courage, determination, and endurance.

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RECRUITMENT & RETENTION

Why Do Companies Hire on Third-Party Payroll?

Article | July 14, 2022

While most operators would suggest that salaries and payments are the business’s strategic components since it populates the Sales, General & Administrative line item, a significant portion of businesses across the globe outsource it to third-party service providers. As per a Deloitte survey, 24%-27% of firms across North America, Latin America, EMEA, and APAC outsourced their payroll management function to third-party vendors. Payroll management services generally include a basket of services like: Integrating time-sheets into payable salaries and tax liabilities. Managing tax-deducted at source, tax filings, and deductions. Providing management reports. Managing wage garnishments and other ad hoc requirements. Processing payment discrepancies.

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DIVERSITY AND INCLUSION

HR Compliance: Get Back to Basics During the Great Reset

Article | July 5, 2022

We hear the term “getting back to basics” quite often and we’re hearing it a lot lately. Regular readers of HR Bartender know that I’m a fan of consulting the dictionary, so I did a quick search to see what “getting back to basics” means. The Collins Dictionary defines it as “concentrating on simple, important ideas or activities.”Getting back to basics can be an opportunity to refocus and streamline. It can be ways to deliver great work with fewer steps. To become more proactive, especially if the organization feels they have been very reactive lately. Getting back to basics can help us spend time on things that are directly aligned with the business. The reason I’m bringing this up is because now is a great time to evaluate HR compliance processes. If we step back for a second, let’s look at what’s going on right now. From a business perspective, organizations are redefining the customer experience. I’m not saying that’s bad. But companies are trying to set new expectations with customers. I’m hearing an increasing number of people talk about spending some or all their time back in the office. Even employees who are 100% remote are talking about going in for special company events. So not only are companies setting new expectations with customers, but they’re setting new expectations with employees. While we’re going through this reset, it only makes sense to examine the way we’re doing things in HR.

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EMPLOYEE EXPERIENCE

What Unconventional People Analytics Looks Like?

Article | July 13, 2022

HR analytics was first conceptualized in 1911 in the book ‘The Principles of Scientific Management’ by Frederick Taylor. Since then, it has become a prominent aspect of people management. Its application in performance optimization, employee retention and employee engagement is unprecedented. However, HR analytics has contributed in a multitude of ways to improving decision-making. Its scope is expanding and spilling into other areas of business. Many organizations are uncovering ways to use their people insights to inform decisions that have nothing to do with hiring. Applying HR Analytics to Identify a New Office Location The tech giant Cisco demonstrated that the use of people analytics can take many different shapes and forms. The company used data to guide its decision on choosing a new office building location, optimize space and build a positive culture right off the bat. Powered by the company’s data from across its 266 offices in 87 countries, the people analytics team got into action to identify usage rates and costs in the organizations. The team took into consideration the neighbourhood and community around them to assess the business outcomes. The team went over and above to examine the availability of talent from nearby universities in relation to the areas their competitors served. Predicting ROI on an Apprenticeship Training Program Multinational energy provider, SSE, deployed an in-depth analysis of their trained apprenticeship program to calculate ROI. It not only enabled the company to make a business case for its apprenticeship program to senior management but also see the true value of its initiatives through a financial lens. SSE discovered that every £1 invested collectively by the individual, society, and employer in a fully trained apprenticeship yields a return of £4.29 to the economy. Making Diversity More Than Just a Buzzword The carpool service, BlaBlaCar, used data analytics in HR to review job applications that were comprised of biased language and messaging. The company also structured its interviews in a way that was inclusive, a tactic that helped them convert candidates into employees and increase the diversity on their teams. London-based survey company Saberr employed HR analytics to explore candidates’ behavioral compatibility, core values, and diversity to identify if a candidate will feel welcome in an organization and the strength of their interpersonal relationships. Beyond the Hiring Horizon A 2019 study by Chalutz Ben-Gal discovered that recruitment and workforce planning are the two areas of HR that yielded the highest returns. By using data to fuel insights outside of hiring and people management, some organizations are demonstrating the innovative ways that HR analytics can power business outcomes. Whether to pinpoint a new regional office, assessing investment decisions or spearheading diversity and inclusion, leveraging people analytics is a matter of thinking outside the proverbial box and maximizing the combined power of people and their behaviors to drive innovation.

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EMPLOYEE EXPERIENCE

Purposeful Employee Well-being: Making Data-based Decisions

Article | May 19, 2022

The pandemic uncovered several insights into the significance and connection between health, wellbeing, and productivity at work. Whether you work from home or in an office, without employee well-being, there is no organizational resilience. HR leaders are recognizing this bare truth and are focusing on more than just physical health. There is a push to promote holistic wellness, which includes physical, mental, social, financial, and psychological well-being. Employee Well-Being and the Modern Organization Studies have proved that employee well-being has a direct impact on revenue and profitability. It affects the overall employee morale, productivity, and employee experience. Focusing on employee well-being leads to a 41% drop in absenteeism, as well as more innovation, better retention, and lower healthcare costs. As workplaces have undergone much transformation in recent years, employees’ expectations from a health and wellness perspective have taken on a new shape. Forward-looking organizations are committing to developing meaningful initiatives that foster well-being in the workplace. Organizations do not intend to stop providing health coverage and benefits. They are proactively infusing well-being into the work culture, employee experience, and career growth as these factors are most likely to take precedence in the near future. In fact, according to a study by TeamStage, 78% of employees were more likely to continue working because they liked the benefits. In this context, data and a handful of key metrics will set the tone for HR professionals to deliver more value to their employees. Mapping the Metrics That Matter So what metrics will play a key role in bringing modern, employee-oriented wellness and health programs? According to a Paycor survey, 17% of HR professionals were able to provide a concrete response to changing their approach to well-being in 2022. Some initiatives include: Mental health awareness and training Discount on mental health apps Virtual exercise programs A 24/7 support helpline Employee Assistance Program (EAP) The first viable option is to implement a meaningful way to measure employee happiness in the workplace. For instance, international electronics giant Hitachi used wearable devices to monitor a range of activities, including sitting, standing, talking, and even typing, to create a measuring algorithm. Hitachi identified and pre-empted stressors and health concerns in the workplace by offering corresponding benefits. However, implementing benefits isn’t enough. Many employers are calculating employee interaction with their wellness offering through online portals. This key metric is used to determine whether or not employees are making the most of their benefits. In turn, this demonstrates their engagement levels with the company. Parting Words As the work landscape has shifted from the office to homes and job markets have become more volatile; stress, anxiety, and mental illnesses are mainstays of employee concerns. The pandemic underlined the importance of having a robust grip on employee well-being for organizations to be able to survive such drastic transformations. However, employee wellness has proven to be a cornerstone of sustainability and resilience all along. Organizations that hope to thrive and grow well into the future will need to highlight employee well-being as an integral part of their workforce strategy.

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Spotlight

HR UNIVERSAL GmbH

Any durable recruitment success is built on solid foundations of mutual respect, essential fairness, and lasting authenticity. The path ahead is the great unknown. The challenge is to break new grounds, follow one’s goals, mobilize all assets, find solutions, and shape the future with courage, determination, and endurance.

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EMPLOYEE BENEFITS

Globalization Partners and ADP TotalSource® Collaborated to Make Employee Compliance to Turnkeys for Small & Mid-sized Businesses Growing Worldwide

Globalization Partners | February 18, 2021

Globalization Partners enables businesses to hire anywhere and anyone without setting up branch offices or subsidiaries; through its automated and compliant global Employer of Record (EOR) platform announced a new offering with ADP TotalSource, a Professional Employer Organization (PEO), certified1 by the IRS and accredited by Employer Services Assurance Corporation. This offering gives small and midsized businesses, regardless of their home country, the benefit of a PEO and the unique opportunity to quickly, compliantly, and cos-effectively employ people in multiple countries without the need to set up an international subsidiary. Nicole Sahin, CEO of Globalization Partners said, "When a company wants to expand internationally, it's just not productive to have to figure out how to set up entities or subsidiaries around the world. With ADP TotalSource, businesses can expertly manage their U.S. employee population end-to-end. Together with Globalization Partners, they have a powerful way to build and support their global teams enabling them to get to market quicker and achieve their growth goals faster than they could have imagined." Brian Michaud, President, HR Outsourcing, ADP said, "International business expansion can be daunting, especially if a business owner is unfamiliar with compliance regulations that differ from the U.S. Our PEO offering with Globalization Partners reduces the need for businesses to have global expertise in-house by providing access to in-country experts and support." As a leading, all-in-one HR solution for small and midsized businesses, ADP TotalSource backs up more than half a million staff with payroll, access to Fortune 500®-caliber employee benefits, HR technology, employees' compensation, expertise, and compliance. The ability to further reorganize tasks and paperwork by ADP TotalSource saves businesses time, while a dedicated team of credentialed experts offers dedicated guidance and resources. This combined offering suggests businesses that use ADP TotalSource gain access to Globalization Partners' first-rate global Employer of Record (EOR) solution. Merging the expertise of their in-country teams with technology removes the difficulties related to payroll, expense reporting employment law, and human resource matters. This PEO contribution lets businesses rapidly expand and seamlessly set up one employee or an entirely new team. Additionally, businesses have access to: Complete staff onboarding including, payroll-related information Management of labor and tax law submission and all payroll particles In-country expertise to address staffs questions and offer support

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COMPENSATION MANAGEMENT

Congressional Review Service Report: 2021 brings Minimum Wage Hikes in more than 50 States

Congressional Review Service | January 12, 2021

In excess of 20 states saw minimum wage increases as 2021 began, as indicated by a report by the Congressional Review Service (CRS). In New York, for example, the statewide least expanded to $12.50 every hour on Dec. 31, per CRS. Cheap food employees outside of New York City saw an expansion to $14.50 every hour that day and will see an increment to $15 every hour starting July 1, 2021. Fast food workers situated in the city had their lowest wage permitted by law expanded to $15 every hour starting Dec. 31. New York is one of five expresses that likewise will turn out the lowest pay permitted by law increments not long from now, alongside Connecticut, Nevada, Oregon and Virginia. Wages likewise expanded in 32 cities and counties close by Jan. 1, as indicated by a report by the National Employment Law Project. Twenty-seven of these areas pushed their essentials past $15 every hour. Eighteencities and counties will make extra increments later in the year, 13 of which will have least wages set above $15 every hour.

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EMPLOYEE ENGAGEMENT

DOL: Employers need not Pay for Certain Travel Time Between Office Telework Locations

U.S. Department of Labor | January 04, 2021

An employee who decides to telework for part of the day and work in an office for part of the day, and who has adequate opportunity to perform individual errands in the middle of, need not be made up for movement time between the two areas, the U.S. Department of Labor (DOL's) Wage and Hour Division said in one of two assessment letters published Dec. 31. The letter refered to two examples. In one, the employee leaves the workplace midday to go to a parent-teacher meeting and gets authorization to work from home for the rest of the day. In the other, the employee gets consent to telecommute preceding going to a physical checkup prior to work from home prior to attending a doctor's appointment before working the rest of the day at her regular office location. Travel time in either situation would not be compensable time under the Fair Labor Standards Act (FLSA), as per DOL, in light of the fact that the employee in the scenarios is either off the clock or occupied with ordinary driving. The travel time also would not count as compensable "worksite-to-worksite travel," nor would it count as compensable time under the FLSA's continuous workplace doctrine, the agency said.

Read More

EMPLOYEE BENEFITS

Globalization Partners and ADP TotalSource® Collaborated to Make Employee Compliance to Turnkeys for Small & Mid-sized Businesses Growing Worldwide

Globalization Partners | February 18, 2021

Globalization Partners enables businesses to hire anywhere and anyone without setting up branch offices or subsidiaries; through its automated and compliant global Employer of Record (EOR) platform announced a new offering with ADP TotalSource, a Professional Employer Organization (PEO), certified1 by the IRS and accredited by Employer Services Assurance Corporation. This offering gives small and midsized businesses, regardless of their home country, the benefit of a PEO and the unique opportunity to quickly, compliantly, and cos-effectively employ people in multiple countries without the need to set up an international subsidiary. Nicole Sahin, CEO of Globalization Partners said, "When a company wants to expand internationally, it's just not productive to have to figure out how to set up entities or subsidiaries around the world. With ADP TotalSource, businesses can expertly manage their U.S. employee population end-to-end. Together with Globalization Partners, they have a powerful way to build and support their global teams enabling them to get to market quicker and achieve their growth goals faster than they could have imagined." Brian Michaud, President, HR Outsourcing, ADP said, "International business expansion can be daunting, especially if a business owner is unfamiliar with compliance regulations that differ from the U.S. Our PEO offering with Globalization Partners reduces the need for businesses to have global expertise in-house by providing access to in-country experts and support." As a leading, all-in-one HR solution for small and midsized businesses, ADP TotalSource backs up more than half a million staff with payroll, access to Fortune 500®-caliber employee benefits, HR technology, employees' compensation, expertise, and compliance. The ability to further reorganize tasks and paperwork by ADP TotalSource saves businesses time, while a dedicated team of credentialed experts offers dedicated guidance and resources. This combined offering suggests businesses that use ADP TotalSource gain access to Globalization Partners' first-rate global Employer of Record (EOR) solution. Merging the expertise of their in-country teams with technology removes the difficulties related to payroll, expense reporting employment law, and human resource matters. This PEO contribution lets businesses rapidly expand and seamlessly set up one employee or an entirely new team. Additionally, businesses have access to: Complete staff onboarding including, payroll-related information Management of labor and tax law submission and all payroll particles In-country expertise to address staffs questions and offer support

Read More

COMPENSATION MANAGEMENT

Congressional Review Service Report: 2021 brings Minimum Wage Hikes in more than 50 States

Congressional Review Service | January 12, 2021

In excess of 20 states saw minimum wage increases as 2021 began, as indicated by a report by the Congressional Review Service (CRS). In New York, for example, the statewide least expanded to $12.50 every hour on Dec. 31, per CRS. Cheap food employees outside of New York City saw an expansion to $14.50 every hour that day and will see an increment to $15 every hour starting July 1, 2021. Fast food workers situated in the city had their lowest wage permitted by law expanded to $15 every hour starting Dec. 31. New York is one of five expresses that likewise will turn out the lowest pay permitted by law increments not long from now, alongside Connecticut, Nevada, Oregon and Virginia. Wages likewise expanded in 32 cities and counties close by Jan. 1, as indicated by a report by the National Employment Law Project. Twenty-seven of these areas pushed their essentials past $15 every hour. Eighteencities and counties will make extra increments later in the year, 13 of which will have least wages set above $15 every hour.

Read More

EMPLOYEE ENGAGEMENT

DOL: Employers need not Pay for Certain Travel Time Between Office Telework Locations

U.S. Department of Labor | January 04, 2021

An employee who decides to telework for part of the day and work in an office for part of the day, and who has adequate opportunity to perform individual errands in the middle of, need not be made up for movement time between the two areas, the U.S. Department of Labor (DOL's) Wage and Hour Division said in one of two assessment letters published Dec. 31. The letter refered to two examples. In one, the employee leaves the workplace midday to go to a parent-teacher meeting and gets authorization to work from home for the rest of the day. In the other, the employee gets consent to telecommute preceding going to a physical checkup prior to work from home prior to attending a doctor's appointment before working the rest of the day at her regular office location. Travel time in either situation would not be compensable time under the Fair Labor Standards Act (FLSA), as per DOL, in light of the fact that the employee in the scenarios is either off the clock or occupied with ordinary driving. The travel time also would not count as compensable "worksite-to-worksite travel," nor would it count as compensable time under the FLSA's continuous workplace doctrine, the agency said.

Read More

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