Following are 20 ways to recruit and keep valuable employees, offered by Joan Stewart, author of “113 Tips for Recruiting Valuable Employees” and “107 Tips for Keeping Valuable Employees”:
If your employees regularly receive tips, it is important to comply with the withholding requirements and pay your company’s fair share of employment taxes. Expensive penalties can be assessed on both employers and employees if the tip reporting rules are not followed.
Here is a brief summary of some of the requirements for federal income tax and FICA (Social Security and Medicare) withholding, as well as filing.
A source of irritation for employees can be the issue of pay — or no pay — for time spent attending meetings and training sessions. Tell employees they have to attend a meeting or training program, and the employees may raise questions like these:
- Is attendance mandatory, or can we skip it?
- If we show up, do we get paid?
- If we don’t get paid for the time at the meeting or training, why do we have to attend?
An employer can lessen, and even out, the irritation employees experience, and avoid having to deal with questions like those above by adopting a clear policy on the topic.
If a volunteer gets hurt at your workplace, he or she might try to prove an employer-employee relationship exists. If so, the volunteer has the right to file a Workers’ Comp claim.
Give employees written warnings before firing them for performance problems. These warnings are your good friends. They help convince an unemployment hearing officer your decision to discharge was for good cause.
But does the language in these warnings give you enough flexibility to fire troublesome employees? Here’s how a written warning might get you into trouble.
Your business exists to make a profit. Your business decisions are based on sales, costs, profits, and losses. Keeping accurate records is essential in making your business successful. Patterns found in your financial records influence your decisions.
Investigation and recordkeeping of accidents, related injuries, and property loss serve the same purpose. Determining patterns of accidents will influence your decisions.
Does your company’s health insurance plan include health reimbursement arrangements (HRAs) or flexible spending accounts (FSAs)? If so, you should know these plan components are both subject to the Affordable Care Act (ACA) and its “market reform” provisions. The Department of Labor and other principal agencies have issued another round of guidance to answer some of the frequently asked questions about health care reform, including questions about the use of HRAs and FSAs.
According to the new guidance, HRAs and FSAs are covered by the Affordable Care Act’s prohibition on annual benefit limits and are required to provide the same set of preventive health benefits as any other compliant health plan. The sticking point comes when you try to bolt HRA or FSA accounts onto an “individual market” policy. This cannot be done.