February 2009 
Which HAT are you wearing now?

With ultimate responsibility for their entire organization, owners and managers of small businesses always wear a lot of hats. So in the midst of these extremely challenging economic times, which hat are you wearing most often? Is it the sales hat - "I need more business."  Is it the accounting hat - "I've got to better manage expenses." Is it the HR hat - "My labor costs are too high."
Which hat is most important?  Without customers, businesses don't make money.  Without money, businesses don't survive.  Job One for owners and managers is to spend at much time as possible on activities that build that customer base, generate new sales, and increase profits. Instinctively, you know this, but sometimes - duty calls.  As an employer, you have a load of responsibility to pay for, provide for, keep track of, respond to, and report on all of the employment activities within your company.  Those activities don't build sales. Neglect them, however, and you could have big problems to face: fines for lack of compliance, increased insurance costs based on poor case management, climbing tax rates due to high turnover.
Advantage Employment wears the HR hat for you. We become your HR administrator, and we do it for less than what it costs you to complete these tasks yourself or with your in-house staff.  As Employment Management Experts, we can point out additional ways that you can save money on the cost of employing people.  Compare our rates, level of service and expertise to how you are currently handling HR, and you will see the value and the benefit in partnering with Advantage Employment, Inc.
Sandra Teague, SPHR
Advantage Employment, Inc.
Small Employers Must Provide COBRA-like Benefits too Health
If you have always thought that your business was too small to have to provide access to health insurance for terminated employees, read on. 
Federal Law requires companies with 20 or more employees to notify individuals who are terminated of their right to continue their health benefits. Most people recognize the term COBRA which refers to the Consolidated Omnibus Budget Reconciliation Act that stipulates employer requirements in this area.
In the state of Illinois, employers of ANY size must comply with the Illinois Continuation Law.  Similar to COBRA, the law stipulates that you must allow most terminated employees to continue their health coverage if they so desire. You are required to notify them of this right in writing.
For further information, please e-mail Sandra Teague.
New I-9 Form Implementation Delayed
The Department of Homeland Security announced that the new I-9 form, scheduled to be utilized starting February 2nd, 2009, will now not go into effect until April 3, 2009.  The delay was to allow the Obama Administration time to review federal regulations that were issued in the final days of the Bush Administration.
One of changes related to the new form is an amended list of the types of acceptable identity and employment authorization documents that employees may present to their employers for completion of the From I-9. In addition, employers will no longer be able to accept expired documents to verify employment authorization.
Until April 3rd, employers should continue to use the prior version of the Form I-9 with the annotation "Form I-9 (Rev. 06/05/07)". More details will follow on this issue.
For further information, please e-mail Sandra Teague.
Things You Should Know
Small employers must provide COBRA-like benefits too
New I-9 Form Implementation Delayed
Contact Us
Advantage Employment, Inc.
205 E. Butterfield Road, #445
Elmhurst, IL 60126
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