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Image courtesy of rgallant_photography via Flickr Creative Commons |
Community Spotlight: | |
Dover, NH Makes Top 100!
Congratulations to the City of Dover, recently ranked among Money magazine's Top 100 Best Places to Live (#90 to be exact). The team at Money examined communities across the nation, analyzing housing affordability, school quality, arts and leisure, safety, education, health care, diversity, and quality of life.
After crunching the numbers, Money recognized what we already knew: HRP is headquartered in one of our nation's best cities!
You can learn more about Dover here, and see Money's full ranking of the Top 100 in their September 2011 issue, or on their website. | |
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September 2011
HRP Launches Social Media
We want you to like us, follow us, and connect with us! In other words, we're now on Facebook, Twitter, and LinkedIn. These new (to us) social media platforms will allow us to share important information, reminders of critical dates, links to compelling articles, current statistical reports, and even the lighthearted side of human resources.
While we're delighted to have this added ability to share information, we're also excited to hear what you're working on! Please get in touch today:
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Warnings Replace Some Fines
Last month, a new labor law went into effect in the State of New Hampshire. Effective August 13th, employers who have a challenging time navigating labor laws might receive a warning in place of a fine for their first violation. The warning would not apply in cases where employee wages or public safety were jeopardized, or in cases involving illegal aliens.
Many hope this new law will help businesses to comply with labor laws while fostering a more business-friendly climate in New Hampshire. According to Labor Commissioner George Copadis, businesses will be granted 30 days to correct many paperwork errors.
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HR News Flash
On August 31, 2011, the 2009 American Recovery and Reinvestment Act's (ARRA) COBRA subsidy expired. This subsidy allowed those employees effected by job loss, to continue their healthcare coverage and pay only 35% of the cost of the monthly premium. Employers were responsible for paying the difference but offset the cost with payroll tax credits.
With the expiration of the subsidy, employers have reverted to the standard COBRA guidelines. These include requiring terminated employees to pay up to 102% (includes optional 2% employer administration fee) of the monthly premium cost to continue their healthcare.
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