Private Owners, Firms Might Have to Invest More In Construction-Labor Education

Joshua Etemadi Bonds, Construction 0 Comments

Ask commercial developers in a major market to name their biggest challenges, and the rising cost of construction will be at or near the top of the list. But while the complaints have grown louder in recent years, the underlying problem has been decades in the making, and the current administration’s policies only figure to make it worse. Read the full article >>>

Take Steps to Protect Against Violations of Federal Contracting Rules

Joshua Etemadi Bonds, Construction 0 Comments

The U.S. government appropriated $120 billion for federal construction spending in 2017, covering a range of projects from the construction of a new Federal Bureau of Investigation headquarters to building agricultural research facilities, according to the Associated General Contractors of America. President Donald Trump’s 2018 budget proposal, even with its cuts to key federal spending programs and new funds for a U.S.–Mexico border wall, calls for roughly the same level of investment. Tell me more >>>

3 – Offering Life Insurance: Benefits to You and Your Employees

Mary Lyons Insurance, Voluntary Benefits 0 Comments

Part 3 of a 3 part series… Benefits to Employers Tax treatment – Premiums for life insurance offered by the employer are generally deductible as ordinary and necessary business expenses (unless the employer is the beneficiary of the policy). In addition, the cost of employer-provided group-term life insurance is excludable from the employees’ gross income (up to $50,000 of coverage). The plan must meet special nondiscrimination rules, however, or key employees may not be eligible to exclude the cost of their coverage from their gross income. Benefits for Employees Though life insurance is an important asset for future financial security, many employees don’t realize its importance. Teaching employees about the value of life insurance may increase loyalty to the company …

2 – Offering Life Insurance Benefits: Term and Permanent

Mary Lyons Insurance, Voluntary Benefits 0 Comments

Part 2 of a 3 part series… Types of life insurance Life insurance is one of the most common employer-provided benefits, and is divided into two categories: term and permanent. Term life insurance has a specified coverage period (term), but can usually be renewed or converted into a permanent policy at the end of a term. Premiums are generally affordable initially, but can increase substantially when renewed. Permanent life insurance is life-long coverage that generally also includes a cash value savings component. There are many types of permanent life insurance, including whole, universal and variable. This type of coverage has higher premiums, but offers more long-term value. Employer-sponsored coverage Employer-sponsored coverage can be offered in a variety of ways. Employers …

1 – Offering Life Insurance Benefits: The Basics

Mary Lyons Insurance, Voluntary Benefits 0 Comments

Part 1 of a 3-part series… Though life insurance is an important asset for future financial security, many employees don’t realize its importance. Teaching employees about the value of life insurance may increase loyalty to the company as they better appreciate this benefit. Factors to consider When deciding to offer life insurance as an employee benefit, there are a number of factors to consider: What type of coverage will you offer? Will you offer term insurance, permanent or both? Who will be covered (employees only, retirees, spouses, dependents)? Note: Only employees can be covered under a group-term policy. When is coverage effective? Will there be a waiting period? What amount of insurance will be available? How will that amount be …

Employee Retention

Debra Franklin Human Resources 0 Comments

Over 3 million employees in the United States quit their jobs in March 2017, according to the Bureau of Labor Statistics. It costs nearly 20 percent of an employee’s annual salary to replace a current employee. If you are experiencing high turnover, chances are you are experiencing high losses as well. The costs of reviewing applications, processing candidates, conducting interviews, training and purchasing equipment for new hires aren’t only monetary—they also cost time and lost productivity. Given the high cost of losing an employee, retention should be a top priority for every organization. If you do not already have a retention strategy, now is the time to make one. The first step in curbing turnover is figuring out why employees …

Employers: Should the Charlottesville Protesters (or the folks on the other side) be Fired?

Debra Franklin Human Resources 0 Comments

This weekend, a group of white nationalists organized a march to protest the removal of a Confederate statue in Charlottesville, Virginia. A counter-protest was held by Antifa and Black Lives Matter, and violence erupted, resulting in injuries and death. Various sources are working to uncover the identities of the white nationalist protestors, with the goal of disclosing them to employers, schools and communities, presumably so that they suffer the consequences of their actions from those who find their political views abhorrent. It’s been reported that at least one “Unite the Right” attendee has already been fired. What are your rights as an employer to fire an employee for expressing political views that may be antithetical to your own? And even …

USCIS Issues New Form I-9

Debra Franklin Human Resources 0 Comments

On July 17, 2017, U.S. Citizenship and Immigration Services (USCIS) released a new version of the Form I-9. Employers will be required to use the new version starting September 18, 2017, and using earlier versions of the form will not be acceptable after that date. The Form I-9 is a document that employers must complete to verify the identity and employment authorization of every new hire (both citizens and noncitizens) hired after November 6, 1986, to work in the United States. Employers are liable for all errors on the form (even errors made by the employee in completing Section 1), and employers must retain I-9s for inspection for a certain period of time after an employee leaves the company (either …

Joint Employment Game Changer?

Debra Franklin Human Resources 0 Comments

Employers across the country should collectively cross their fingers and hope that HR 3441, also known as the “Save Local Business Act,” becomes law in the near future. The bill, introduced in the House of Representatives this morning, would significantly narrow the definition of “joint employment” to eliminate existing workplace law headaches when it comes to federal wage and hour law and traditional labor law. If passed, it would significantly reduce the risk of unexpected and unwarranted legal claims in any business model where a claim of joint employment is a possibility. Tell me more >>> If you have questions regarding this legislation, contact Murray Securus HR Solutions for help.

Five Tips for Preventing Third-Party Harassment Claims

Debra Franklin Human Resources, Risk Management 0 Comments

For employers, preventing harassment requires more than just controlling their employees. Companies can also be liable for harassment of their employees by third parties if the company fails to take prompt and effective measures to address the harassment. Employers can’t necessarily control the behavior of customers, clients, vendors, contractors, and everyone else their employees interact with in their work. But if you’re an employer, we strongly recommend that you take these steps: In your anti-harassment policy, prohibit harassment by co-workers, supervisors, managers, and third parties with whom the employee comes into contact. Ensure that your harassment policy directs employees whom to complain to if they are subjected to harassing behavior by third parties. Train your supervisors to notify human resources …