iHire Drives Efficiency and Growth for Client

 

By choosing an HR solution better-suited for their needs, our client has been able to see meaningful, scalable growth in their company over the duration of our partnership.

The situation: The client had many complicated processes in place that required a lot of manual work, eating up more time and resources than necessary. Job applicants were tracked in a spreadsheet, Affordable Care Act reporting was completed by-hand, and data was constantly having to be pieced together from across a range of platforms and databases.

Our work: After bringing the client on board in 2006, we began working with their in-house HR manager to pull all data and processes into the AssetHR ecosystem. We’re able to quickly tailor a solution to any needs they have outside our out-of-the-box system, meaning the system we maintain for the client is constantly evolving and becoming better based on their unique needs.

We implemented iSolved, our human capital management solution, to easily oversee benefit tracking, administration tasks, and eligibility requirements. iHire was used to manage the applicant tracking, giving the client the ability to integrate this process into their existing website.

By running any ideas or issues by our team, the client was able to quickly and easily learn and adopt their new AssetHR system.

The results: In the time since the client began work with us, they’ve grown from 300 to 500 employees and drastically decreased the time and energy they’d been spending on maintaining their previous HR processes, from onboarding to maintaining legal compliance.

Because of AssetHR, our client has experienced incredible growth while keeping its systems scalable. They know our friendly, knowledgeable team is always there to answer questions, come up with solutions, and keep making HR a breeze.

Are you compliant with the Fair Labor Standards Act (FLSA)?

The Fair Labor Standards Act (FLSA), which is enforced by the Wage and Hour Division (WHD) of the Department of Labor (DOL), establishes the federal minimum wage, overtime pay rules, and recordkeeping requirements, and provides guidelines for child labor.  The FLSA applies to virtually every employee in the United States.

In terms of overtime rules, the FLSA requires that overtime must be paid to every employee in a job that does not qualify for an exemption under one of the permitted categories: Executive, Administrative, Professional, Computer Professional, Highly Compensated.  In addition to the salary test (must be paid a minimum of $455 per week*(see below note)), each of these categories has a specific duties test that must be met in order for a job to be considered as exempt under the law.  If the duties test is not met, under the FLSA, employees in the job must be paid overtime at one and one-half times their regular hourly rate for all hours worked in excess of 40 in a workweek.  Failure to pay overtime as required by the FLSA can result in significant penalties for the company.

As of  01/23/2019, the U.S. Department of Labor (DOL) increased penalties for violating federal minimum wage, overtime, and posting and safety requirements. The increased monetary fines apply to penalties assessed under Fair Labor Standards Act (FLSA), Family and Medical Leave Act (FMLA), and Occupational Safety and Health Act (OSH Act).

According to the DOL, employers that repeatedly or willfully violate federal minimum wage or overtime requirements will receive a maximum monetary penalty of $2,014 per occurrence. That’s up from $1,964.

In addition to assessing penalties, the FLSA allows the DOL or an employee to recover back wages and an equal amount in liquidated damages where minimum wage and overtime violations exist. Generally, a 2-year statute of limitations applies to the recovery of back wages and liquidated damages. A 3-year statute of limitations applies in cases involving willful violations.  Remedies may be recovered through administrative procedures, litigation, and/or criminal prosecution.

Based on this information, it is apparent that the cost for non-compliance can be extremely high.  And the potential costs outlined above don’t take into consideration the time lost from the business to provide all the relevant information retroactive to 2 or 3 years, the time to participate in litigation activities, or the cost of the litigation itself.  Taking the appropriate steps to ensure compliance would seem to be a prudent business decision.

*Note – the current salary test threshold is currently $455 per week.  There is a proposed rule that this amount be increased to $679 per week and the DOL extended the commentary period to June.  The DOL will be making its final ruling which is widely expected to become effective January 1, 2020.  Many employers are already starting to review their current structure for compliance with the new salary level.

Ensuring compliance within your organization should be a high priority piece of your HR strategy this year. High-level steps to becoming compliant would include:

    • Data review
    • Job description review, update, or creation
    • FLSA analysis and determination of exempt/non-exempt status of each job role
    • Discussion with senior management to gain consensus and agree on implementation date
    • Prepare employee communications as needed
    • Meet with affected employees
    • Prepare notification of status and rate changes for payroll provider
    • Answer employee questions during and after implementation

If you’re unsure about how to audit these aspects of your business, or want an expert to conduct the review process, we can help. Reach out today to learn more.

Leveraging our expertise creates ROI and efficiencies for growing business

The situation: We already had a professional networking relationship with the partners of Imagine IT when the company was founded in 2012, so when they were ready to start bringing employees into the mix, they knew they could trust our deep experience and expansive team to get their HR department up and running.

Our work: Initially, we helped with their payroll, but as their company grew, so did the breadth of their HR needs. Slowly, they added on using iSolved, our human capital management platform, to simplify their people management. They also added on our identity theft prevention as part of their employee benefits package, and it’s become such an important aspect of what they offer their employees, that they also recommend it as a benefit offering for their client partners as well.

Soon after seeing the benefits of iSolved, Imagine IT added on our On-Demand HR Legal Services program, which allows them to send any of their HR questions through our partner legal team for a flat monthly fee. This program has been so beneficial, they consider our legal partnership to be crucial to their business’s success.

“We get a lot of value out of all the AssetHR services we use, but the legal services add-on really takes the cake. We pay a flat fee, so we never hesitate to reach out to these attorneys. Whether a quick question or a key item, everything that should have attorney eyes on it gets reviewed. If we had to pay by the hour or per document, we probably wouldn’t send everything through – and that would be to the detriment of our business. AssetHR has done great work for us, and we lean on them for everything HR related.” -Marc Miller, Chief Happ(i)ness Officer, Imagine IT

The results: We’ve worked with Imagine IT to support their growth across a variety of programs, from writing their first employee handbook to helping them find their current HR Director as their needs expanded. They appreciate that they can source all of their employee data from one place, and that we’re able to directly or indirectly slide into the gap when the team at Imagine IT has HR, payroll or benefits questions.

When they have a quick question, they know they can pick up the phone and get one of our experts – who already knows their company – on the phone. This leaves their team free to focus on the big picture, resting easy that we will fill in where they need support.

Your Goal: Increase Employee Engagement in 2019

The start of a new year is always refreshing. A clean slate, a new set of goals, and twelve months of hard work ahead of you, just waiting to be tackled. As you delve into building more efficient HR processes and growing a stronger corporate culture, expand your view a bit. Because there’s one thing you may have left off your strategy for the year: improving employee engagement to better support the business’ growth.

Why does employee engagement matter?

Here’s the thing: employees who are engaged in their work – people who are passionate about what they do and are committed to the vision of your organization – are more productive in the work that they do. This means several things for your company:

  1. Engaged employees aren’t just doing more work, they’re doing better work, which sets a higher bar for the quality of your output, and gives you an edge on the competition.
  2. Engaged employees are creating more efficiencies in your business, decreasing the need for additional staff, which lowers your overhead costs.
  3. Engaged employees enjoy what they do, and ultimately have a deeper connection with the company they work for. This means more loyalty to your company – and increased staff longevity.

So, increasing employee engagement sounds pretty great, right? We think so, too. Here are a few ideas to get you started on building stronger employee engagement this year and beyond.

Host an annual “State of the Company” presentation

The best way to help your employees develop a deeper, more emotional connection with your company is for them to understand where you are leading the business, how you plan to do it, and what that means for them. This doesn’t just mean the dollars and cents of the business – it includes what shifts you see for your office space, how you’ll offer deeper company trainings, what impact you’d like your organization to have on the community, and how they can help support each piece of the vision.

You don’t have to have every piece of your year planned out in advance of your presentation. Just offer a 10,000-foot view of the company’s goals, what the plan to achieve those goals entails, and how your staff can get more involved in initiatives that interest them in the future.

Build regular opportunities for employee feedback

Gone are the days of the annual review being the only point of feedback for employees to understand what they’re doing well, and what they need to work on. Today’s staffer wants real-time feedback on their work, not only so that they can work better, but also so that they feel like they are making a relevant contribution to your business’ goals. Create short monthly or quarterly opportunities for them to get face time with a superior, and train your managers to give real, actionable feedback for best results.

Start a fun company award

Employees today want to know that their employer appreciates them, and recognizes their hard work. One of the simplest ways to show your staff that you care is to create a fun award that can be shared once a month to showcase hard work or big accomplishments. For example, you could create an MVP trophy, or create a light bulb certificate to award all the “bright ideas” that led to a great end result on a project. You could even make it an award specific to your company – the possibilities are endless.

Offer learning opportunities

Today’s workplace isn’t stagnant – and your employees don’t want to feel like their skills are stagnant, either. And while most companies offer pertinent on-the-job training, it’s also important to include personal and professional development opportunities, which are essential to your staff’s success in their career. From leadership development to helping employees understand how to balance their personal and professional life online, soft skills trainings are a great way to show your staff that you care about more than just the work they do, but that you care about them as people, too.

Take the Next Step

If you’re ready to start building a more robust strategy for employee engagement in 2019, we can help. Reach out to Chris Kelly to schedule a quick call to learn more.

Giving Back: Choose The Gunnar Project

At AssetHR, one of our family values focuses on different ways that we can give back to the community. We have many groups and organizations that are close to our heart, and one of those groups was founded by part of our client family. The Gunnar Project is an organization founded by Marc Miller, Chief Happ(i)ness Officer at Imagine IT.

Several years ago, Marc and his wife were devastated by the loss of their 19-year-old son, Gunnar, in a surprising skateboarding accident. Gunnar, full of life and a true source of happiness for everyone who knew him, jumped on his skateboard while helping a friend move. He grabbed onto a car, fell and landed on his head and neck, and was killed instantly.

The loss of Gunnar was a tragic loss for our community. He was about to start college following 14 months of sobriety after a struggle with drugs and alcohol through high school.  He had a bright future ahead of him.

After Gunnar passed away, the outreach from the people who knew him was amazing. Marc and his wife received texts, letters, cards and voicemails from people across the country, and a consistent message surfaced: Gunnar had a unique ability to create happiness in the people around him.

It was at that point that Marc knew he had discovered the mission for the Gunnar Project: to help young people understand how to find – and thrive – on the happiness they create for themselves, every day.

 “Instead of people looking back on their lives and saying, I wish I would’ve done this or that I wanted to get out in front of young people and challenge them to rethink their happiness.  We all need to understand how to create happiness each and every day. It is vital the young adults are fully responsible for their own happiness from the moment they get up in the morning, until the moment they go to bed.”

After spending some time doing research on the topic of innate happiness, Marc learned that there’s a direct correlation between the rise of drug use and depression and the material version of society that we’re cycling through. But what is surprising is that there is a very simple way to combat this.

Many studies show that people who pursue their passions, who have strong relationships, who are healthy, and who have a deeper connection to something bigger than themselves, are less likely to be driven towards depression and drugs, because they find innate happiness outside of the material world. Making this type of mindset more common among young people is truly just a matter of bringing it to the forefront of our conversations, and giving them the tools to be more intentional about how they shape their lives.

A lot of Marc’s message is centered around the idea of finding happiness in the everyday things that we often overlook, and how these are the things that can help us intentionally increase our happiness throughout the day. How we’re presented, on a near constant basis, with the things we need to buy in order to be happy, and how that leads to a life of chasing a bigger house, a fancier car, and a bigger paycheck – instead of being content with what we have.

Marc brings this focus of finding happiness to local schools, youth groups, and even some companies to put a stronger focus on being in the moment. To find the opportunities in life that support your passions. To intentionally show kindness for others. To step back, see the positive, and fill your contentment bucket.

The great thing about how Marc brings this much-needed conversation to the youth of our community is that there’s no cost to it. There’s not a financial investment that people need to make to learn these skills or learn from Marc – it’s simply an open mind, and a willingness to stop, slow down, and look at life from a new perspective. To choose joy first.

We are proud of all the work that Marc is doing to help shape a brighter future for the youth of our community. Marc’s message and the conversations he has are life changing.

So how can you help?

  • Invite Marc to speak to your organization. This is the primary way to get this important message to more people in the community.
  • Support Marc’s efforts with a donation. Marc brings a free copy of his book, The Happ(i)ness War, for every person who attends his presentations. You can help get more of these life-changing books into the hands of kids by donating to the cause here: GunnarProject.org
  • Finally, request a copy of his book for yourself. Marc is happy to send out his book on happ(i)ness to anyone who requests it (although, we would be very appreciative if you’d donate to cover the cost of the book and shipping!).