News – Asset HR

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.

Transform Your Team: Lead a Team of All-In, Engaged People

As a business owner, one of your long-term goals is likely to create a sellable enterprise that works without you running it. Getting to that point can be a challenge, and many companies don’t make it that far. But as Adam Wallschlager of ActionCoachMN shared at a recent Breakfast Club, it’s all about the team of people who work for you – the people who can drive your business forward.

Here’s the problem: most of your employees don’t understand the vision of your organization or their role in helping your company achieve its goals. In fact, only 37% of American workers actually know the goals of the organization they work for, and only 20% understand how their role contributes to achieving these goals. Even more alarming, only 15% of workers believe that their company supports their role in achieving the company’s goals.

Relating this to football, this would mean that with 11 players on a team, only 4 players on the field even know where the end-zone is, only 2 people understand if they are on offense or defense, and only 1 person actually believes that the ownership cares about winning. That’s a big problem!

To combat the common team issues that lead to a less than committed team, you need to develop a company culture that’s focused on strong leadership, drives towards a common goal, clearly lays out the rules of the game, gives your team an action plan, supports risk-taking and requires 100% of your team to be involved in the process.

Start with strong leadership. Your leadership team should intentionally show they’re passionate about what they do, and visibly take responsibility for their actions (or inaction). Leadership starts at the top, and your employees will mimic the behaviors they see from their superiors. If the leadership team is consistently excited about the work they’re doing and the results they’re creating, while also holding themselves accountable to their role in the company vision, the rest of the team will too.

Drive towards a common goal by sharing your company vision, and helping your employees understand what that means for them. Show them how their role contributes to the overall success of the business, and you’ll inspire them to do great work.

Be clear about your game rules. This gives your staff a playbook to understand what’s expected of them, and what will happen if they don’t meet expectations. Be clear about who does what by when for best results.

Support risk taking by giving your team the right resources to go outside their comfort zone. Encourage them to share their ideas, and try new things. Help them feel comfortable that if their idea doesn’t work, they won’t be reprimanded for it – you’ll be happy that they tried something new.

Being intentional about how you lead – and the culture of your company – is the key to creating success. When your company culture is focused on creating success in a positive way, and your entire team is working towards the company vision, you create an environment where the business can function whether you’re there or not.

For more information on overcoming team dysfunction, reach out to the ActionCOACH team here:

Manage Less, See More: Driving Staff Productivity

As leaders, managers, and trainers, we’re all programmed to want to help our teams do great work. Doing great work starts with helping each employee understand their strengths, and using those strengths to identify their genius zone – where they’ll not only be most productive, but happiest within your company. At a recent Breakfast Club, John Warder shared how the 34 Clifton StrengthsFinder® can help your company better maximize the natural strengths of your employees.

By taking the StrengthsFinder®, you can delve into the top five strengths of each of your employees to understand which tasks will come easily to them, and what’s not a great fit. Then, you can assign work to your team based on what motivates them – in other works, what their strengths are. When your employees are successful in their role and enjoy their work, you’ll start to see higher engagement levels, more productivity, and ultimately, increased staff retention.

For example, someone who has strengths like relator, woo or command can be great at developing and maintaining client or vendor relationships. Pushing them to spend their day analyzing data will be frustrating for them, and not maximize their abilities – and likely lead them to leave your company for a role that’s a better fit.

Someone with strengths of analytical, focus and intellection are more likely to align with the operational side of your business. Throwing someone with these skills into a business development role will leave them overwhelmed and unhappy – they’re likely not wired for the constant interaction and competition of a sales role.

So where do you start?

Begin by deploying the StrengthsFinder® to your staff to help them understand more about where their strengths and motivators lie. Then, bring in a strengths coach to help your HR team understand how to best maximize each person’s strengths within their role, and help individuals understand how to leverage their strengths to their advantage while overcoming any weaknesses that may accompany their particular strengths.

To get in touch with John Warder to learn more, reach out to him via email.

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.