| "Alternatives to Layoffs" Presentation this Month |
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CLICK HERE to find out more about our presentation at the Asheville Chamber on March 24th. |
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Greetings!
Welcome to our first web-based Lighthouse Report. We hope this new approach will help you move more quickly through this newsletter. You will just see the introduction for each article, so you can select what you want to read without having to scroll through everything.
There are many more timely HR issues than we could possibly include or address comprehensively in this newsletter. So, please keep in mind that the information we provide in The Lighthouse Report is never intended to be all-inclusive or to substitute for professional advice.
We always appreciate your feedback. Let us know if there is a related topic you would like us to address future newsletters and we'll do our best fit it in |
| Alternatives to Layoffs in a Down Economy |
It's painful for any business to consider laying off good workers. In the current economic downturn, when companies of all sizes are searching for ways to cut costs, reducing labor costs is often one of the first tactics considered.
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| Leveraging Total Rewards During Economic Turbulence |
As an employer, you should continue to engage your workforce, even in the face of economic uncertainty. Chances are good that your organization has deferred or reduced salary increases, instituted a hiring freeze, or cut budgets. In response to the economic turbulence our country is experiencing, there will be opportunities for you to improve your ability to attract, retain, and motivate top talent by utilizing a total reward strategy. READ MORE |
| New Pay Discrimination Law is Retroactive |
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(This article is of importance if you have at least 15 employees.)
The Lilly Ledbetter Fair Pay Act of 2009 was signed by President Obama on January 29, 2009, but it takes effect as if enacted on May 28, 2007.
This Act restores the "paycheck rule," which "resets" the filing period every time an aggrieved individual receives a paycheck based in part on an allegedly discriminatory decision. It amends other EEO-related laws and extends the statute of limitation for filing claims for all protected classes of employment law.
CLICK HERE to learn more about about the applicable EEO laws. |
| Developing a Sound Base Compensation Program to Be Competitive AND Reduce the Risk of Pay Discrimination |
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If you read the "Ledbetter Act" article, you know that you want to base compensation decisions on objective criteria that will stand up against charges of discrimination. But there is an additional, and just as important, reason for establishing a sound compensation program. It's critical for attracting and retaining valuable employees. Effective compensation strategies help your good employees feel motivated, recognized, and rewarded.
IDENTIFY the eight basic features of an ideal compensation program and the benefits of establishing a compensation philosophy.
Want more details? CLICK HERE to read about the key steps for establishing or updating your base pay program. |
| Urgent News About COBRA!! |
| (For companies that have at least 20 full-time equivalent employees and offer a group health insurance plan.)
The enactment the new stimulus law, the American Recovery and Reinvestment Act of 2009, implements new temporary procedures for employers relating to the administration of Consolidated Omnibus Budget Reconciliation Act (COBRA) benefits. It establishes a 65% government subsidy for eligible workers towards their COBRA coverage for up to 9 months. The Treasury Department will administer the subsidy, providing employers or health plans (if they administer COBRA benefits) with a credit against payroll taxes for the cost of the subsidy.
The Internal Revenue Service (IRS) released guidelines late last week to assist employers with the task of administering these benefits. You can CLICK HERE to visit the one-page explanation on the IRS's website. From there, you can link to a FAQ for employers as well as a revised version of Form 941, which you will use to claim credit for the COBRA medical premiums you pay for your former employees beginning with the first quarter of 2009. The IRS will send this form to employers in mid-March. |
| Strategic Workplace Solutions Service Summary |
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When we say "charting the course for organizational success," what do we mean?
1. We help you plan and execute organization-wide, critical, and time-sensitive initiatives and facilitate the key processes needed to successfully complete them.
2. We help you prevent and resolve human resource-related challenges.
If you are a small business owner, we serve as your as-needed HR Director.
If you are an HR Leader in a larger organization, we help you with special projects, such as updating HR practices and documents, performing FLSA classification evaluations, or conducting a market analysis to update your compensation program.
3. We conduct results-oriented professional development activities to build successful leaders, teams, and employees . | |
We hope you found this issue informative and enjoyed our new format. If you would like to see past issues of The Lighthouse Report, CLICK HERE.
Please feel free to contact us anytime we can be of assistance.
Carol Rovello
President
Strategic Workplace Solutions, LLC
direct: 828-280-6253 |
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