|They’ll Beg to Stay!
Retaining Good Employees
By Shelley Brott, The Personnel Perspective, a division of Arrow Benefits Group
As seen in …
Employee retention is a HOT management topic. Forward-thinking employers know that emphasizing employee retention is a key strategy, as losing excellent employees and hiring and training new employees can be very costly and time-consuming. One of the best retention strategies is to start by hiring the right person in the first place. Read full article HERE.
Larger employers, generally those with 50 or more full-time equivalent employees in the prior year, dodged a bullet of sorts when the federal government pushed back the deadline for providing employees with the 1095-C report. Instead of requiring that document to be provided as of February 1, 2016, along with the W-2, the 1095-C report deadline was moved back to March 31 (but the W-2 time limit did not change). It appears that not only were many employers not ready, but the federal government appeared to be not ready as well. In commensurate fashion, the later deadlines for filing the reports with the federal government (February 29 to May 31 for paper filings or March 31 to June 30 for electronic filings) were moved back as well.
The process of producing the 1095-C and related forms will often be handled by the payroll vendor, but not always. We are helping those clients that do not wish to go through a payroll or other vendor.
These reports are new to all of us, so the process of producing them this year and then preparing for next year is an evolutionary one. We will continue to educate clients on this topic. Feel free to call and contact us anytime to discuss this process further and ask any questions.
|The Personnel Perspective
2016 HR Workshop Series
Our HR division The Personnel Perspective Announces
2016 HR Workshop Series
Our Experts Help Businesses Achieve Their Goals
The seminars are designed to help guide future leaders and management teams through challenging work situations and providing them with the tools they need to resolve even the most difficult issues with skill and professionalism.
The training provides both new and experienced supervisors with tools for setting clear performance expectations, providing positive and negative feedback, and resolving conflict. Whether you were promoted from within or hired from outside your organization, the key to supervisory success is balancing both task and people management. By the end of The Supervisor’s Toolkit, you’ll be well prepared to tackle new challenges with confidence and motivate your team to higher levels of morale and productivity.
The wide range of topics covered in the series includes Harassment Prevention Training, Tough Conversations, and Supervisory Fundamentals. The Harassment Prevention Training seminar will help team members learn to recognize a hostile working environment, and arm them with the necessary skills to respond to rumors and complaints. Past participants comment, “It was really made clear the difference between disrespectful and ‘bullying’ conduct and how that can be perceived as harassment and discrimination by an employee.” The Supervisory Fundamentals workshop is designed to aid supervisors in honing their skills, while the Tough Conversations seminar builds on these skills, helping supervising employees learn how to face some of the most awkward-and potentially destructive-situations within the workplace.
Is it really sexual harassment? Is it a hostile working environment? Is it bullying? Do your managers know how to respond to rumors or complaints? Do they realize they are held to a higher legal standard? All these questions and more are addressed in our interactive, AB 1825 compliant training on harassment prevention.