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		<title>2016 Will Be Costly Year for ACA Compliance, Employers Say</title>
		<link>http://www.peobrokersofamerica.com/2016-will-costly-year-aca-compliance-employers-say/</link>
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		<pubDate>Wed, 26 Aug 2015 17:56:26 +0000</pubDate>
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		<description><![CDATA[<p>Most believe the largest cost increases related to the Affordable Care Act are yet to come The Affordable Care Act (ACA) has brought increased health care costs to many employers, but the majority of organizations believe the largest cost increases are yet to come, shows a new survey by the International Foundation of Employee Benefit [&#8230;]</p>
<p>The post <a rel="nofollow" href="http://www.peobrokersofamerica.com/2016-will-costly-year-aca-compliance-employers-say/">2016 Will Be Costly Year for ACA Compliance, Employers Say</a> appeared first on <a rel="nofollow" href="http://www.peobrokersofamerica.com">PEO Brokers of America</a>.</p>
]]></description>
				<content:encoded><![CDATA[<h2>Most believe the largest cost increases related to the Affordable Care Act are yet to come</h2>
<p>The Affordable Care Act (ACA) has brought increased health care costs to many employers, but the<a href="http://www.peobrokersofamerica.com/wp-content/uploads/2015/08/ACA.jpg"><img class="alignright size-full wp-image-733" src="http://www.peobrokersofamerica.com/wp-content/uploads/2015/08/ACA.jpg" alt="ACA" width="223" height="226" /></a> majority of organizations believe the largest cost increases are yet to come, shows a new survey by the International Foundation of Employee Benefit Plans.</p>
<p>The survey report, <a href="http://www.ifebp.org/aca2015"><strong><em>2015 Employer-Sponsored Health Care: ACA’s Impact</em></strong></a>, notes:</p>
<ul>
<li>One-third of employers (33 percent) expect the greatest cost increase from ACA implementation to take place in 2016, as new reporting, disclosure and notification requirements take effect.</li>
<li>Over one-quarter (27 percent) expect the largest cost increase in 2018, when the impending <a href="http://www.shrm.org/hrdisciplines/benefits/Articles/pages/high-value-excise-tax-notice.aspx">excise tax on high-value plans</a>(the “Cadillac tax&#8221;) kicks in. The nondeductible 40 percent excise tax will be levied on plans that cost in excess of statutory thresholds (in 2018, $10,200 for self-only and $27,500 for family coverage), regardless of whether premiums are paid by employers or employees.</li>
</ul>
<p>The survey also asked employers what they think will be the top compliance-related cost-drivers going forward. They responded:</p>
<ul>
<li>The excise tax on high-value plans (20 percent of employers).</li>
<li>General administrative costs (19 percent).</li>
<li>Costs associated with reporting, disclosure and notification requirements (13 percent).</li>
</ul>
<p>“Employers need to devote significant time and energy to maintain compliance with the law,” explained Julie Stich, CEBS, director of research at the foundation, in a news release. “The extensive amounts of data that employers are required to collect can take hours [of labor] and even require complex IT infrastructures. The process has meant a cost increase for many, especially smaller organizations.”</p>
<p>Most employers (71 percent) think the costliest years are yet to come, but that doesn’t mean they aren’t already feeling a financial impact. Eighty-two percent say the law is increasing their organization’s costs this year, with most projecting a 1 percent to 6 percent increase in compliance expenses.</p>
<h4>Options for Controlling Costs</h4>
<p>Employers are taking a number of steps to help control costs related to the Affordable Care Act. <strong>*HDHPs. </strong>A significant number report that, due to the law, they have increased their emphasis on, have added or are considering adding a high-deductible health plan (HDHP). HDHPs have lower premiums than other health plans, which can help employers avoid triggering the excise tax.</p>
<ul>
<li><strong>HSAs and HRAs. </strong>Forty-two percent of employers have or are considering an HDHP with a health savings account (HSA), 13 percent an HDHP with a health reimbursement arrangement (HRA), and 11 percent an HDHP with no account. HRAs are employer-funded, while HSAs can be funded by employers and employees. Both vehicles can help employees handle the financial burden posed by high deductibles (see the <em>SHRM Online</em>article <a href="http://www.shrm.org/hrdisciplines/benefits/Articles/pages/hrasandhsasanoverview.aspx">Health Care Consumerism: HSAs and HRAs</a>)</li>
<li><strong>Full-replacement approach. </strong>Nearly one in 10 organizations said they had adopted a “full-replacement” HDHP strategy, where HDHPs are the only plan options provided, to avoid the excise tax. An additional 19 percent are considering doing so.</li>
</ul>
<p>“High-deductible health plans are proving a popular option among employers that are looking for a way to hold both current and future health care costs in line,” said Stich. “As employers face the upcoming &#8216;Cadillac tax,&#8217; it’s likely that HDHPs will continue to gain popularity.”</p>
<p>The survey found that just over half of the employers taking part in the survey are on pace to trigger the excise tax in 2018, but only 3 percent actually plan to pay the tax. Of those looking to avoid the tax, 53 percent have added or plan to add a high-deductible health plan.</p>
<p>In addition, 13 percent report they will not incur the excise tax because they have already taken action to avoid it.</p>
<h4>No Plans to Drop Health Care</h4>
<p>Despite the three in five respondents who feel the law has had a negative impact on their organization, nearly all employers (96 percent) anticipate they will be continuing to offer health care coverage five years from now.</p>
<p>“Health care benefits are seen as essential for attracting future talent and retaining current high-quality employees,” said Stich. “Employers may change the structure of their health care plans or shift some of the cost burden to their employees, but it doesn’t appear they will stop offering health care benefits anytime soon.”</p>
<p>The survey was conducted in March 2015 among HR and benefits professionals in the databases of the International Foundation of Employee Benefit Plans and the International Society of Certified Employee Benefit Specialists. The organizations represent a wide base of employers from nearly 20 industries.</p>
<table>
<tbody>
<tr>
<td><strong>Tracking and Reporting Employee Data</strong></p>
<p>In 2015, companies with 100 or more full-time employees (or the equivalent in part-time employee hours) were required to begin complying with the ACA’s “shared responsibility” mandate to offer <a href="https://www.healthcare.gov/glossary/minimum-value/">minimum essential health coverage</a> that is <a href="http://www.shrm.org/hrdisciplines/benefits/Articles/pages/what-is-affordable-coverage.aspx">affordable</a> to their full-time employees and dependents, or pay certain penalties, although they will have two years to phase up to the requirement to cover 95 percent of their workers. Companies with 50 to 99 full-time or equivalent employees <a href="http://www.washingtonpost.com/national/health-science/white-house-delays-health-insurance-mandate-for-medium-sized-employers-until-2016/2014/02/10/ade6b344-9279-11e3-84e1-27626c5ef5fb_story.html">have another year</a>—until 2016—to comply with the coverage requirements.</p>
<p>If an employer has fewer than 50 full-time employees, including full-time equivalent employees, on average during the prior year, the employer is not an “applicable large employer” (ALE) subject to the ACA’s coverage mandate or the employer information reporting provisions. Employers with 50 or more full-time employees or full-time equivalents are considered ALEs.</p>
<p><strong>Providing reports to employees.</strong> For ALEs, the first Forms 1095-C (the statements for 2015) <a href="http://www.irs.gov/Affordable-Care-Act/Employers/Questions-and-Answers-on-Reporting-of-Offers-of-Health-Insurance-Coverage-by-Employers-Section-6056#Basics">must be provided to each full-time employee</a> no later than Feb. 1, 2016 (Jan. 31, 2016, being a Sunday).</p>
<p><strong>Filing reports with the IRS.</strong> ALEs <a href="http://www.irs.gov/Affordable-Care-Act/Employers/Questions-and-Answers-on-Reporting-of-Offers-of-Health-Insurance-Coverage-by-Employers-Section-6056#Basics">must file Form 1094-C and Form 1095-C for each employee with the IRS</a> for the 2015 calendar year no later than Feb. 29, 2016 (or March 31, 2016, if filed electronically). Regulations under section 6081 address extensions of time to file information returns.</p>
<p>The <a href="http://www.shrm.org/hrdisciplines/benefits/Articles/pages/aca-reporting-draft-forms.aspx">required IRS forms</a> must contain data tracked month-to-month in 2015, detailing employee’s hours worked as well as employee’s access to employer-provided health care and employee contributions to employer-provided health care.</p>
<p>For those with 100-plus full-time employees or part-time equivalents, penalties for noncompliance with the ACA’s requirements will be assessed in 2016 based on 2015 data. For those with 50 to 99 full-time employees/equivalents, penalties will be assessed in 2017 based on 2016 data.</td>
</tr>
</tbody>
</table>
<p>By: Stephen Miller @ SHRM</p>
<p>For more information on how PEO Brokers of America can help your company with ACA, contact us today!</p>
<p>888.370.5406</p>
<p>info@peoboa.com</p>
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		<title>Why Your Company Needs a Professional Employer Organization (PEO)</title>
		<link>http://www.peobrokersofamerica.com/company-needs-professional-employer-organization-peo-2/</link>
		<comments>http://www.peobrokersofamerica.com/company-needs-professional-employer-organization-peo-2/#comments</comments>
		<pubDate>Tue, 11 Aug 2015 20:30:04 +0000</pubDate>
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		<description><![CDATA[<p>Imagine what happens when your people are managed well and appreciated; they&#8217;re more productive and satisfied. Now remember the last time you lost a valuable employee. Your company felt that pain in many ways, through lost productivity, lost time and lost experience. The truth is, your employees are your human capital and they are your [&#8230;]</p>
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]]></description>
				<content:encoded><![CDATA[<p>Imagine what happens when your people are managed well and appreciated; they&#8217;re more productive<a href="http://www.peobrokersofamerica.com/wp-content/uploads/2015/02/hroutsourcing.jpg"><img class="alignright size-full wp-image-332" src="http://www.peobrokersofamerica.com/wp-content/uploads/2015/02/hroutsourcing.jpg" alt="hroutsourcing" width="257" height="196" /></a> and satisfied. Now remember the last time you lost a valuable employee. Your company felt that pain in many ways, through lost productivity, lost time and lost experience.</p>
<p>The truth is, your employees are your human capital and they are your greatest asset. Your competitors can open up shop and begin operating their business right next door to yours. They may even start offering similar products and services to yours, and they may even begin matching or beating your pricing but there is one distinct advantage your business will have over theirs &#8211; your people.</p>
<p>Your company&#8217;s success hinges on maximizing your most valuable asset. But without adequate time, resources and technology, it&#8217;s very difficult to find the right people, develop and manage your people, manage the paperwork and protect your business.</p>
<p><strong>PEOs Provide Human Capital Management Expertise</strong></p>
<p>By tapping the expertise of a Professional Employer Organization (PEO) for human capital management you receive an array of solutions your company can use to maximize its most valuable asset whether you have 5 employees or 500. With a Professional Employer Organization (PEO), you&#8217;ll have more to focus on running your business, boost your bottom line and put your people first.</p>
<p><em>PEOs help you find the right people by:</em></p>
<ul>
<li>Providing recruiting best practices</li>
<li>Providing job description development</li>
<li>Providing new hire salary information</li>
<li>Providing interview guidelines and assistance</li>
<li>Providing candidate assessments</li>
<li>Managing new hire forms and processes</li>
</ul>
<p><em>PEOs help you develop and manage your people by:</em></p>
<ul>
<li>Providing employee development best practices</li>
<li>Providing an employee information management system (HRIS)</li>
<li>Providing employee skills and assessment tools</li>
<li>Providing performance management tools</li>
<li>Providing employee orientation programs</li>
<li>Providing employee training and development tools</li>
</ul>
<p><em>PEOs help you retain your best employees by:</em></p>
<ul>
<li>Providing employee retention best practices</li>
<li>Providing attractive employee benefit options</li>
<li>Providing employee assistance programs</li>
<li>Providing employee discount programs</li>
<li>Providing reward and recognition programs</li>
<li>Providing sample flexible work arrangements</li>
</ul>
<p><em>PEOs help you manage the paperwork by:</em></p>
<ul>
<li>Providing HR forms and processes</li>
<li>Providing time and attendance systems</li>
<li>Providing online payroll and HR systems</li>
<li>Providing unemployment claims administration</li>
<li>Providing COBRA, FMLA and Section 125 Administration</li>
<li>Providing full benefits enrollment and administration services</li>
</ul>
<p><em>PEOs help you protect your business by:</em></p>
<ul>
<li>Implementing HR policies and best practices</li>
<li>Assisting with employee on-boarding and off-boarding processes</li>
<li>Managing employment related regulatory compliance</li>
<li>Providing workers&#8217; compensation coverage</li>
<li>Providing workplace safety evaluations and assistance</li>
<li>Providing drug free workplace programs</li>
</ul>
<p>Why PEO Brokers of America</p>
<p>PEO Brokers of America works with many different PEO&#8217;s. This approach allows us to find the right PEO for each client. For more information or for a free quote call or email us today at (888)370-5406 or info@peoboa.com.</p>
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		<title>The 6 Tell-Tale Signs That Someone Is An Employee And Not A Contractor</title>
		<link>http://www.peobrokersofamerica.com/6-tell-tale-signs-someone-employee-contractor/</link>
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		<pubDate>Mon, 20 Jul 2015 16:53:15 +0000</pubDate>
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		<description><![CDATA[<p>The 6 Tell-Tale Signs That Someone Is An Employee And Not A Contractor By Eric B. MeyerJuly 16, 2015TLNT By Eric B. Meyer In my younger days, I had a summer job in college where I clocked in at 9 and left at 5. They gave me a desk, a computer, training, a supervisor, job instruction, and a [&#8230;]</p>
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				<content:encoded><![CDATA[<header class="entry-header">
<h1 class="entry-title">The 6 Tell-Tale Signs That Someone Is An Employee And Not A Contractor</h1>
<div class="entry-meta"><span class="author guest-author">By <a class="url fn" title="Posts by Eric B. Meyer" href="http://www.eremedia.com/author/eric-b-meyer/" rel="author">Eric B. Meyer</a></span><span class="date"><time class="entry-date" datetime="2015-07-16T05:55:43+00:00">July 16, 2015</time></span><span class="categories-links">TLNT</span></div>
</header>
<div class="entry-media"><a class="post-thumbnail large" title="The 6 Tell-Tale Signs That Someone is an Employee and Not a Contractor" href="http://www.eremedia.com/tlnt/the-6-tell-tale-signs-that-someone-is-an-employee-and-not-a-contractor/"><img class="medium-thumbnail wp-post-image" src="http://media.eremedia.com/uploads/2015/07/16125543/shutterstock_213421423-700x467.jpg" alt="Freelance contractor" width="700" height="467" /></a></div>
<div class="entry-content">
<p><strong>By Eric B. Meyer</strong></p>
<p>In my younger days, I had a summer job in college where I clocked in at 9 and left at 5. They gave me a desk, a computer, training, a supervisor, job instruction, and a not-so-fat paycheck.</p>
<p>But, at least, nothing got withheld from my paycheck.</p>
<p>They called me an independent contractor and gave me a 1099.</p>
<p>Yeah, about that…</p>
<h3>Misclassification creates problems for employees</h3>
<p>The <a href="http://www.dol.gov/">U.S. Department of Labor</a> would not approve of the Meyer summer job situation.</p>
<p>Indeed, <a href="http://www.scribd.com/doc/271643282/Administrator-s-Interpretation-on-Misclassification">in a memo released yesterday</a>, a Labor Department administrator expressed concern that <a href="http://www.businessinsider.com/us-department-of-labor-reminds-companies-of-1099-classification-rules-2015-7">the misclassification of employees as independent contractors</a> is on the rise in the U.S.</p>
<p>Why is this a problem? Many independent contractor are, in fact, non-exempt employees. Non-exempt employees are guaranteed minimum wage and overtime for working over 40 hours in a week. Independent contractors receive no such guarantees.</p>
<h3>Employee or independent contractor?</h3>
<p>Certainly, it’s not the label that a business slaps on the worker. Actually, the thing about independent contractors — taking a broad view — is that they are economically independent (i.e., they are in business for themselves). Or, put a different way, a worker who is economically dependent on an employer is suffered or permitted to work by the employer.</p>
<p>That, my friends, is an employee.</p>
<p>Getting more granular, the Department of Labor guidance lists six (6) factors, which it says reflect the “economic realities” of when the worker is an employee or an independent contractor:</p>
<ol>
<li><strong>Is the work an integral part</strong> of the employer’s business?</li>
<li><strong>Does the worker lack managerial skills to impact</strong> the opportunity for profit or loss?</li>
<li><strong>Does the worker lack “skin” (an opportunity for profit or loss</strong>) in the business relationship?</li>
<li><strong>Does the worker robotically follow orders</strong> (as opposed to exercising independent thought, judgment, and initiative)?</li>
<li><strong>Is the relationship between the worker and the employer permanent</strong> or indefinite?</li>
<li><strong>Does the business exercise a lot of control</strong> over the worker?</li>
</ol>
<p>According to the Labor Department memo, no one factor controls. However, each “yes” to the six questions above increases the chances that you’ve got an employee and not an independent contractor. Indeed, the memo concludes that most workers are employees under the FLSA’s broad definitions.</p>
<h3>Employers, here’s your wake-up call</h3>
<p>Yes, 2016 is gonna be the year of the <a href="http://www.dol.gov/compliance/laws/comp-flsa.htm">Fair Labor Standards Act</a>.</p>
<p>I’m telling you right now: Sell your pork belly and grapefruit futures and buy some FLSA options. Between the Labor Department’s spotlight on misclassification and <a href="http://www.eremedia.com/tlnt/5-ways-smart-proactive-employers-can-prepare-now-for-the-new-ot-rules/">the new proposed overtime rules</a>, there’s gonna be some awfully low-hanging wage-and-hour fruit for employees and their lawyers to grab onto. Class actions? Absolutely.</p>
<div class="code-block code-block-1"></div>
<p>So, you have two choices: Start preparing now with an audit of your pay practices to weed out and correct FLSA-compliance issues. Or, do nothing,  cross your fingers, and clutch your pearls. But, if you get nailed, you’ll be on the hook for backpay of up to three years, liquidated damages equalling 100 percent of the back pay, and attorney’s fees, plus your own fees.</p>
<p>Folks, this is that “ounce of prevention is worth a pound of cure” situation.</p>
<p>Otherwise, I told you so.</p>
</div>
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		<title>MORE CHANGES COMING FOR SMALL GROUP HEALTH INSURANCE IN 2016</title>
		<link>http://www.peobrokersofamerica.com/changes-coming-small-group-health-insurance-2016/</link>
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		<pubDate>Fri, 17 Jul 2015 20:47:52 +0000</pubDate>
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		<description><![CDATA[<p>MORE CHANGES COMING FOR SMALL GROUP HEALTH INSURANCE IN 2016 Excerpt from: Employers’ Coalition for Healthcare Inc. on June 02, 2015 In today’s complex and ever-changing health care climate, each year seems to bring about new regulatory and market challenges for the business owner … and, 2016 will be no different.The definition of “small group” [&#8230;]</p>
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				<content:encoded><![CDATA[<h1>MORE CHANGES COMING FOR SMALL GROUP HEALTH INSURANCE IN 2016</h1>
<div class="AuthorTop">Excerpt from: Employers’ Coalition for Healthcare Inc. on June 02, 2015</div>
<div class="Media">In today’s complex and ever-changing health care climate, each year seems to bring about new <a href="http://www.peobrokersofamerica.com/wp-content/uploads/2015/01/healthcarereform.jpg"><img class="alignright size-full wp-image-242" src="http://www.peobrokersofamerica.com/wp-content/uploads/2015/01/healthcarereform.jpg" alt="Healthcare Reform" width="275" height="183" /></a>regulatory and market challenges for the business owner … and, 2016 will be no different.The definition of “small group” in regard to business health insurance is changing next year, affecting many employers and employees. Prior to 2016, groups with up to 50 employees were considered small, requiring them to follow a certain set of rules and regulations, including those related to essential health benefits, actuarial value and premium rating restrictions.For 2016, the maximum number of employees for a small group will increase to 100. As businesses with 51-100 employees renew or purchase new coverage, they will face more restrictive rating rules than before. This will have an effect on relative premiums for groups, increasing for those that are younger/healthier and reducing for older/sicker workers.Companies with 51-100 employees will also be subject to the shared responsibility provisions in 2016 that already apply to large groups with over 100 employees. Under these rules, employers will face penalties if they have employees who obtain subsidized coverage in an exchange or don’t offer coverage that meets certain value and affordability requirements.Insurance providers are preparing for the next renewal cycle with products that are designed to help keep costs down with networks that are tiered or narrower, private exchange options, defined contribution models, health savings options, and more.</p>
<p>Many employers are also considering new plans that will be coming on the market in 2016 to self-insure. Since self-insured health plans are not subject to ACA health insurance fees or state premium taxes and are exempt from rating rules and benefit requirements, they can be more flexible regarding coverage and design, and their costs can more directly reflect their actual claims.</p>
<p>Now that larger employers are being reclassified as small groups, PEO&#8217;s can help level the playing field for any size business. A PEO can help get the lowest rates and best healthcare plans for any size group.</p>
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		<title>Consumer reaction to the Supreme Court subsidy ruling</title>
		<link>http://www.peobrokersofamerica.com/consumer-reaction-supreme-court-subsidy-ruling/</link>
		<comments>http://www.peobrokersofamerica.com/consumer-reaction-supreme-court-subsidy-ruling/#comments</comments>
		<pubDate>Thu, 25 Jun 2015 19:32:33 +0000</pubDate>
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				<category><![CDATA[Healthcare]]></category>

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		<description><![CDATA[<p>Consumer reaction to the Supreme Court subsidy ruling Americans receiving government subsidies for health insurance policies purchased through the federal exchange expressed relief Thursday following a Supreme Court ruling upholding the assistance. ___ Diane Munroe of Concord, New Hampshire, heard the news on her way to a doctor&#8217;s appointment. She&#8217;s undergoing knee-replacement surgery later this [&#8230;]</p>
<p>The post <a rel="nofollow" href="http://www.peobrokersofamerica.com/consumer-reaction-supreme-court-subsidy-ruling/">Consumer reaction to the Supreme Court subsidy ruling</a> appeared first on <a rel="nofollow" href="http://www.peobrokersofamerica.com">PEO Brokers of America</a>.</p>
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				<content:encoded><![CDATA[<h1 class="">Consumer reaction to the Supreme Court subsidy ruling<img class="  wp-image-715 alignright" src="http://www.peobrokersofamerica.com/wp-content/uploads/2015/06/supremecourthrulingonobamacare.jpg" alt="supremecourthrulingonobamacare" width="368" height="276" /></h1>
<article class="articlecontent loaded" data-aop="article">
<section class="articlebody" data-aop="articlebody">Americans receiving government subsidies for health insurance policies purchased through the federal exchange expressed relief Thursday following a Supreme Court ruling upholding the assistance.</p>
<p>___</p>
<p>Diane Munroe of Concord, New Hampshire, heard the news on her way to a doctor&#8217;s appointment. She&#8217;s undergoing knee-replacement surgery later this summer — something she would not have been able to afford without her tax subsidy — and was relieved to hear the court&#8217;s ruling.</p>
<p>&#8220;I&#8217;m getting them both now because I was figuring if I didn&#8217;t have any insurance, I wouldn&#8217;t be able to get my knees replaced,&#8221; she said.</p>
<p>Munroe, 63, pays $400 a month, with a roughly $300 subsidy.</p>
<p>___</p>
<p>&#8220;I&#8217;m a small business owner, so it&#8217;s my only option. My husband also is self-employed; it&#8217;s his only option,&#8221; said Brie Delisi, 37, of Northwood, New Hampshire. &#8220;For the two of us, paying $300 a month is pretty darn affordable.&#8221;</p>
<p>She owns a woman&#8217;s boutique; he&#8217;s a carpenter. They are expecting a baby in January. Without the subsidies, their premiums would double.</p>
<p>&#8220;To us, it&#8217;s a very, very valuable product, and I would&#8217;ve been pretty disappointed had they taken it away,&#8221; she said. &#8220;I hope it definitely stays in effect, because it&#8217;s helping a lot of people like us who don&#8217;t have insurance through their employers.&#8221;</p>
<p>___</p>
<p>In Pennsylvania, small business owner Rockney Shepheard called the health care ruling &#8220;great news.&#8221;</p>
<p>&#8220;I&#8217;m very happy about the decision on a personal level and for everybody in the same boat as I am in Pennsylvania and all the other states,&#8221; Shepheard said Thursday. &#8220;It&#8217;s great to news for us and the Obama presidency.&#8221;</p>
<p>The 62-year-old Stroudsburg, Pennsylvania, resident had been denied coverage for a pre-existing condition before the health law&#8217;s protections went into effect. The monthly subsidy he receives brings his premium down to $180, which he said he can afford.</p>
<p>&#8220;I think occasionally the Supreme Court rules in favor of something I deem to be rational,&#8221; he said. &#8220;Saving health care for millions of people is nothing to sneeze at.&#8221;</p>
<p>___</p>
<p>Also expressing relief was substitute teacher Kim Jones, 60, of Wake Forest, North Carolina, who was uninsured for about a decade before buying a health plan last year and receiving a $500 monthly subsidy to help pay for it. She needs follow-up care after surgery last summer to remove a brain tumor.</p>
<p>&#8220;I actually did not panic. I didn&#8217;t really believe that that was going to happen. But I also understood the ramifications of it for people who desperately need it. So I&#8217;m really happy that it turned out as it is,&#8221; Jones said Thursday.</p>
<p>&#8220;I know it helped so many people, and a lot of folks like myself who had fallen through the cracks were finally getting some kind of help with health issues.&#8221;</p>
<p>___</p>
<p><span class="storyimage fullwidth inlineimage" data-aop="image"><span class="image" data-attrib="AP Photo/Seth Perlman, File" data-caption="In this October, 2014 file photo, Lloyd and Shawn Turner walk near their home in Cisco, Ill." data-id="53" data-m="{&quot;i&quot;:53,&quot;p&quot;:50,&quot;n&quot;:&quot;openModal&quot;,&quot;t&quot;:&quot;articleImages&quot;,&quot;o&quot;:3}"><img class="image loaded" src="http://img.s-msn.com/tenant/amp/entityid/AAc7XCC.img?h=832&amp;w=1248&amp;m=6&amp;q=60&amp;o=f&amp;l=f&amp;x=1338&amp;y=478" alt="In this October, 2014 file photo, Lloyd and Shawn Turner walk near their home in Cisco, Ill." width="624" data-src="{&quot;default&quot;:{&quot;load&quot;:&quot;default&quot;,&quot;w&quot;:&quot;73&quot;,&quot;h&quot;:&quot;49&quot;,&quot;src&quot;:&quot;//img.s-msn.com/tenant/amp/entityid/AAc7XCC.img?h=972&amp;w=1456&amp;m=6&amp;q=60&amp;o=f&amp;l=f&amp;x=1338&amp;y=478&quot;},&quot;dpi&quot;:2,&quot;size3column&quot;:{&quot;load&quot;:&quot;default&quot;,&quot;w&quot;:&quot;62&quot;,&quot;h&quot;:&quot;42&quot;,&quot;src&quot;:&quot;//img.s-msn.com/tenant/amp/entityid/AAc7XCC.img?h=832&amp;w=1248&amp;m=6&amp;q=60&amp;o=f&amp;l=f&amp;x=1338&amp;y=478&quot;},&quot;size2column&quot;:{&quot;load&quot;:&quot;default&quot;,&quot;w&quot;:&quot;62&quot;,&quot;h&quot;:&quot;42&quot;,&quot;src&quot;:&quot;//img.s-msn.com/tenant/amp/entityid/AAc7XCC.img?h=832&amp;w=1248&amp;m=6&amp;q=60&amp;o=f&amp;l=f&amp;x=1338&amp;y=478&quot;}}" /></span><span class="caption truncate"><span class="attribution">© AP Photo/Seth Perlman, File</span> In this October, 2014 file photo, Lloyd and Shawn Turner walk near their home in Cisco, Ill.</span></span>In the central Illinois village of Cisco, 55-year-old Shawn Turner finished chemotherapy for uterine cancer last summer and now sees her doctor for regular follow-up scans to make sure the cancer is gone.</p>
<p>&#8220;I&#8217;m just so relieved and happy, not just for me, but for everyone who&#8217;s being helped by this,&#8221; Turner said Thursday after being informed by a reporter of the ruling.</p>
<p>She and her husband pay $236 a month for a &#8220;silver&#8221; health plan, and the government pays the insurance company $830 a month. The fear of cancer returning would have kept them from dropping the coverage, even without the subsidy.</p>
<p>&#8220;We would have to go into savings and retirement or start selling stuff,&#8221; she said before the ruling.</p>
<p>Blue Cross Blue Shield has covered more than $265,000 in medical bills for Turner.</p>
<p>___</p>
<p>&#8220;I&#8217;m not glad just for us. I&#8217;m glad for everybody that&#8217;s got it,&#8221; said Cindy Connelly, 63, of Amelia, Ohio. &#8220;There&#8217;s other people (for whom) this would be devastating. You hear about old people who share their pills because they can&#8217;t afford their prescriptions.&#8221;</p>
<p>Connelly, a retired manager of a self-storage business, applied last year through the marketplace after her husband was laid off and lost his health care.</p>
<p>She and her husband pay $247 a month after receiving a $1,000 subsidy from the government.</p>
<p>&#8220;It&#8217;s not the greatest insurance, but at least it&#8217;s insurance so you don&#8217;t lose your home and everything you&#8217;ve worked for,&#8221; she said.</p>
<p>Within minutes of the announcement, she got two phone calls from friends to tell her the good news.</p>
<p>&#8220;I appreciate that Obama stuck with it. He never faltered and made it happen. I&#8217;m glad he did,&#8221; she said.</p>
<p>___</p>
<p>&#8220;I&#8217;m starting to cry just talking about it,&#8221; said Susan Halpern, a 55-year-old breast cancer survivor from Columbus, Ohio, who immediately posted the news to Facebook.</p>
<p>With an irregular income as a freelance contractor, she said the subsidy makes a huge difference. Without it, she said the only way she could continue to pay the premium would be to drain her retirement savings.</p>
<p>&#8220;This has saved my ability to retire someday,&#8221; Halpern said. &#8220;I know tens of thousands of Americans were looking at it the same way.&#8221;</p>
<p>Going without health care is not option for her.</p>
<p>&#8220;As a breast cancer survivor I could not, not have health insurance,&#8221; she said. &#8220;I always have to have insurance no matter what it costs.&#8221;</p>
<p>___</p>
<p>Kelsey Collier-Wise of Vermillion, South Dakota, said she felt &#8220;relieved, very relieved&#8221; after learning about the high court&#8217;s decision.</p>
<p>&#8220;This is going to save us obviously a good deal of money,&#8221; the 33-year-old said. &#8220;We couldn&#8217;t have kept the plan that we have now at the price that it was.&#8221;</p>
<p>Collier-Wise and her husband pay about $261 a month for their plan after a subsidy of $336 per month through the exchange. Her 5-year-old daughter is now covered through Medicaid. Before she signed up for coverage through the exchange, Collier-Wise paid roughly $750 a month to cover the whole family.</p>
<p>&#8220;At the time before we had moved onto an ACA plan, our insurance coverage was by far the largest monthly expense that we had,&#8221; she said in an interview before the ruling. &#8220;It was a pretty huge part of our income, and not having to worry about that to the same extent, having basically the affordable insurance, has just made a huge amount of difference in the wiggle room we have every month.&#8221;</p>
<p>___</p>
<p>This report was compiled by Associated Press writer Carla K. Johnson in Chicago with input from AP reporters around the country.</p>
</section>
</article>
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		<title>Uber drivers are employees not contractors, California rules</title>
		<link>http://www.peobrokersofamerica.com/uber-drivers-employees-contractors-california-rules/</link>
		<comments>http://www.peobrokersofamerica.com/uber-drivers-employees-contractors-california-rules/#comments</comments>
		<pubDate>Thu, 18 Jun 2015 13:10:10 +0000</pubDate>
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		<description><![CDATA[<p>Uber drivers are employees not contractors, California rules Uber to appeal California Labor Commission ruling that it is ‘involved in every aspect of the operation’  The California ruling could affect Uber’s business model. Photograph: Bloomberg/Getty ImagesShares Uber has appealed a California labor commission ruling that declared employees of the ride-sharing company are employees and not contractors. In [&#8230;]</p>
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				<content:encoded><![CDATA[<h1 class="content__headline js-score">Uber drivers are employees not contractors, California rules</h1>
<p>Uber to appeal California Labor Commission ruling that it is ‘involved in every aspect of the operation’</p>
<figure class="media-primary media-content" data-component="image">
<div class=""><img class="maxed responsive-img" src="http://i.guim.co.uk/img/static/sys-images/Guardian/Pix/pictures/2015/6/17/1434553024267/7d0a5a22-ec7b-43b6-acf3-b11ee330a93a-2060x1236.jpeg?w=700&amp;q=85&amp;auto=format&amp;sharp=10&amp;s=18d7b8105d692b0648ea723ade9b577b" srcset="" alt="The California ruling could affect Uber's business model." data-pfsrcset="//i.guim.co.uk/img/static/sys-images/Guardian/Pix/pictures/2015/6/17/1434553024267/7d0a5a22-ec7b-43b6-acf3-b11ee330a93a-2060x1236.jpeg?w=620&amp;q=85&amp;auto=format&amp;sharp=10&amp;s=1e340044f65f1387d8f34bf2b91e55eb 620w, //i.guim.co.uk/img/static/sys-images/Guardian/Pix/pictures/2015/6/17/1434553024267/7d0a5a22-ec7b-43b6-acf3-b11ee330a93a-2060x1236.jpeg?w=700&amp;q=85&amp;auto=format&amp;sharp=10&amp;s=18d7b8105d692b0648ea723ade9b577b 700w, //i.guim.co.uk/img/static/sys-images/Guardian/Pix/pictures/2015/6/17/1434553024267/7d0a5a22-ec7b-43b6-acf3-b11ee330a93a-2060x1236.jpeg?w=645&amp;q=85&amp;auto=format&amp;sharp=10&amp;s=e6e19ec101597a955750f61d099a3927 645w, //i.guim.co.uk/img/static/sys-images/Guardian/Pix/pictures/2015/6/17/1434553024267/7d0a5a22-ec7b-43b6-acf3-b11ee330a93a-2060x1236.jpeg?w=465&amp;q=85&amp;auto=format&amp;sharp=10&amp;s=3f8ac42f8c39fdb7a6e86ae499b456a2 465w" /><i class="i i-expand-white"></i></div>
<p><figcaption class="caption caption--main caption--img"> The California ruling could affect Uber’s business model. Photograph: Bloomberg/Getty ImagesShares</figcaption></figure>
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<div class="meta__number js-sharecount" title="Facebook: 596 
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<div class="sharecount__value sharecount__value--short">Uber has appealed a <a class=" u-underline" href="http://www.theguardian.com/us-news/california" data-link-name="auto-linked-tag" data-component="auto-linked-tag">California</a> labor commission ruling that declared employees of the ride-sharing company are employees and not contractors.</div>
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<p>In its ruling, the California labor commissioner said <a class=" u-underline" href="http://www.theguardian.com/technology/uber" data-link-name="auto-linked-tag" data-component="auto-linked-tag">Uber</a> is “involved in every aspect of the operation”, negating the company’s longstanding claim that its drivers are contractors.</p>
<p>The decision appears to imply that Uber is in reality a transport operator and could have a significant impact on its business model. The company had argued that drivers were contractors, with Uber acting as a logistics software company.</p>
<p>If Uber drivers are employees, that opens Uber up to higher costs, including Social Security, workers’ compensation and unemployment insurance. That could affect its valuation, currently above $40 billion, and the valuation of other companies that rely on large networks of individuals to provide rides, clean houses and other services.</p>
<p>But the commission said Uber controls the tools driver use, monitors their approval ratings and terminates their access to the system if their ratings fall below 4.6 stars.</p>
<p>The company had appealed the commission’s decision to award Barbara Ann Berwick, an Uber driver in San Francisco, more than $4,000 in expenses.</p>
<p>The ruling was issued earlier this month and came to light when Uber filed its appeal in state court in San Francisco on Tuesday evening.</p>
<p>Uber supporters argued the ruling could have a negative impact on other so-called sharing economy companies that also use private contractors.</p>
<p>“This ruling will have a chilling effect on the entire sharing economy,” said <a class=" u-underline" href="http://paracom.techfreedom.org/c/12jVOW1mVkoG2rDHATfGu9pNE" data-link-name="in body link" data-component="in-body-link">Berin Szoka</a>, President of libertarian think tank TechFreedom. “The independent-contractor business model helped drive the success of Uber, Lyft, Airbnb, and other sharing-economy companies. The commission’s ruling could force sharing-economy companies to scale back their offerings and increase prices, which could also rob consumers of the flexibility and broad range of choices currently offered by these companies.”</p>
<p><em>Reuters contributed to this report</em></p>
</div>
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		<title>Why Your Company Needs a Professional Employer Organization (PEO)</title>
		<link>http://www.peobrokersofamerica.com/company-needs-professional-employer-organization-peo/</link>
		<comments>http://www.peobrokersofamerica.com/company-needs-professional-employer-organization-peo/#comments</comments>
		<pubDate>Tue, 09 Jun 2015 12:54:18 +0000</pubDate>
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		<description><![CDATA[<p>Why Your Company Needs a Professional Employer Organization (PEO) Imagine what happens when your people are managed well and appreciated; they&#8217;re more productive and satisfied. Now remember the last time you lost a valuable employee. Your company felt that pain in many ways, through lost productivity, lost time and lost experience. The truth is, your [&#8230;]</p>
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				<content:encoded><![CDATA[<h1>Why Your Company Needs a Professional Employer Organization (PEO)</h1>
<p>Imagine what happens when your people are managed well and appreciated; they&#8217;re more productive and satisfied. Now remember the last time you lost a valuable employee. Your company felt that pain in many ways, through lost productivity, lost time and lost experience.</p>
<p>The truth is, your employees are your human capital and they are your greatest asset. Your competitors can open up shop and begin operating their business right next door to yours. They may even start offering similar products and services to yours, and they may even begin matching or beating your pricing but there is one distinct advantage your business will have over theirs &#8211; your people.</p>
<p>Your company&#8217;s success hinges on maximizing your most valuable asset. But without adequate time, resources and technology, it&#8217;s very difficult to find the right people,  develop and manage your people, manage the paperwork and protect your business.</p>
<p><strong>PEOs Provide Human Capital Management Expertise</strong></p>
<p>By tapping the expertise of a Professional Employer Organization for human capital management you receive an array of solutions your company can use to maximize its most valuable asset whether you have 5 employees or 500. With a Professional Employer Organization(PEO), you&#8217;ll have more to focus on running your business, boost your bottom line and put your people first.</p>
<p><em>PEOs help you find the right people by:</em></p>
<ul>
<li>Providing recruiting best practices</li>
<li>Providing job description development</li>
<li>Providing new hire salary information</li>
<li>Providing interview guidelines and assistance</li>
<li>Providing candidate assessments</li>
<li>Managing new hire forms and processes</li>
</ul>
<p><em>PEOs help you develop and manage your people by:</em></p>
<ul>
<li>Providing employee development best practices</li>
<li>Providing an employee information management system (HRIS)</li>
<li>Providing employee skills and assessment tools</li>
<li>Providing performance management tools</li>
<li>Providing employee orientation programs</li>
<li>Providing employee training and development tools</li>
</ul>
<p><em>PEOs help you retain your best employees by:</em></p>
<ul>
<li>Providing employee retention best practices</li>
<li>Providing attractive employee benefit options</li>
<li>Providing employee assistance programs</li>
<li>Providing employee discount programs</li>
<li>Providing reward and recognition programs</li>
<li>Providing sample flexible work arrangements</li>
</ul>
<p><em>PEOs help you manage the paperwork by:</em></p>
<ul>
<li>Providing HR forms and processes</li>
<li>Providing time and attendance systems</li>
<li>Providing online payroll and HR systems</li>
<li>Providing unemployment claims administration</li>
<li>Providing COBRA, FMLA and Section 125 Administration</li>
<li>Providing full benefits enrollment and administration services</li>
</ul>
<p><em>PEOs help you protect your business by:</em></p>
<ul>
<li>Implementing HR policies and best practices</li>
<li>Assisting with employee on-boarding and off-boarding processes</li>
<li>Managing employment related regulatory compliance</li>
<li>Providing workers&#8217; compensation coverage</li>
<li>Providing workplace safety evaluations and assistance</li>
<li>Providing drug free workplace programs</li>
</ul>
<p>Why PEO Brokers of America?</p>
<p>We help place our clients with the right PEO for their business needs. We take the hassle out of finding the right PEO for your business. Contact us today for more information!</p>
<p>888.370.5406</p>
<p>info@peoboa.com</p>
<p><a title="Get a Quote" href="http://www.peobrokersofamerica.com/get-a-quote/">request a quote</a></p>
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		<title>Michaels Stores Face National Class Action over Employee Privacy Violations</title>
		<link>http://www.peobrokersofamerica.com/michaels-stores-face-national-class-action-employee-privacy-violations/</link>
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		<pubDate>Thu, 28 May 2015 13:01:20 +0000</pubDate>
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		<description><![CDATA[<p>Michaels Stores Face National Class Action over Employee Privacy Violations Dallas, TX: An employment class action lawsuit has been filed against Michaels Stores Inc, on behalf of certain current employees and online job applicants, hired or not, based on allegations that Michaels violated their privacy rights. The lawsuits are in connection with background or consumer reports obtained through [&#8230;]</p>
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				<content:encoded><![CDATA[<h1>Michaels Stores Face National Class Action over Employee Privacy Violations</h1>
<p><i>Dallas, TX:</i> An <a href="http://www.lawyersandsettlements.com/employment.html#.VWN7I09VhBc"><em>employment</em></a> class action lawsuit has been filed against Michaels Stores Inc, on behalf of certain current employees and online job applicants, hired or not, based on allegations that Michaels violated their privacy rights. The lawsuits are in connection with background or consumer reports obtained through Michaels’ online application for employment.</p>
<p>The lawsuit alleges it is unlawful for an employer, like Michaels, to procure a background report concerning a job applicant or employee unless a “clear and conspicuous” disclosure is made in a stand-alone document that “consists solely of the disclosure” informing the applicant or employee that a report may be obtained for employment purposes.</p>
<p>A class action complaint was originally filed in the United States District Court Northern District of Texas in January, and the case has been subsequently transferred to multi-district litigation in the United States District Court District of New Jersey for pre-trial proceedings.</p>
<p>Cases were originally filed in Texas, Missouri, and New Jersey. On March 26, 2015, a panel of seven federal judges reviewed the cases and ordered that all pre-trial matters be heard by one judge.</p>
<p>Under the applicable law, statutory compensation is available to those whose privacy rights have been violated. Plaintiffs are represented by Jamie McKey at the Kendall Law Group.</p>
<p>For more information on how PEO Brokers of America can help  your company manage labor law issues, contact us today!</p>
<p>888.370.5406</p>
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		<title>AT&amp;T Unpaid Overtime Class Action Lawsuit Filed</title>
		<link>http://www.peobrokersofamerica.com/att-unpaid-overtime-class-action-lawsuit-filed/</link>
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		<pubDate>Thu, 21 May 2015 13:40:12 +0000</pubDate>
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		<description><![CDATA[<p>AT&#38;T Unpaid Overtime Class Action Lawsuit Filed San Francisco, CA: AT&#38;T Inc is facing an unpaid overtime class action lawsuit brought by a training manager who alleges the company is in violation of California labor law and the Fair Labor Standards Act. Specifically, the lawsuit contends that the telecommunications giant intentionally misclassified the workers as being exempt from overtime requirements in [&#8230;]</p>
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				<content:encoded><![CDATA[<h1>AT&amp;T Unpaid Overtime Class Action Lawsuit Filed</h1>
<p><i>San Francisco, CA:</i> AT&amp;T Inc is facing an <a href="http://www.lawyersandsettlements.com/lawsuit/overtime.html"><em>unpaid overtime</em></a> class action lawsuit brought by a training <a href="http://www.peobrokersofamerica.com/wp-content/uploads/2015/05/ATT.png"><img class="alignright size-full wp-image-701" src="http://www.peobrokersofamerica.com/wp-content/uploads/2015/05/ATT.png" alt="ATT" width="134" height="134" /></a>manager who alleges the company is in violation of <a href="http://www.lawyersandsettlements.com/employment.html#California-Labor-Law"><em>California labor law </em></a>and the <a href="http://www.lawyersandsettlements.com/employment.html#Fair-Labor-Standards-Act"><em>Fair Labor Standards Act.</em></a></p>
<p>Specifically, the lawsuit contends that the telecommunications giant intentionally misclassified the workers as being exempt from overtime requirements in order to avoid giving them the extra pay they were entitled to under state and national employment laws.</p>
<p>Filed in the US District Court for the Central District of California, plaintiff Wendell Watson alleges that despite assigning the trainers their work and being aware that they often worked longer than 40 hours a week, AT&amp;T refused to pay overtime to training specialists nationally.</p>
<p>&#8220;My fellow designers and instructors and I work hard for AT&amp;T and take pride in contributing to its success,” Watson said in a statement. “We just ask that we be paid fairly under the law.&#8221;</p>
<p>According to a statement issued by attorney’s representing the plaintiff, AT&amp;T employees involved in designing company trainings often work nights and weekends interviewing experts at the company and then passing the information on to instructors. In the lawsuit, Watson, an AT&amp;T training design manager since 2001, states that the workers not only did not receive overtime but also regularly worked more than five consecutive hours without a required half-hour meal break or a second break after working for 10 hours.</p>
<p>The lawsuit also states that “In addition, the California plaintiff and California class members regularly work and have worked without being afforded at least one 10-minute rest break, in which they were relieved of all duty, per four hours of work.”</p>
<p>AT&amp;T is also being accused of failing to provide accurate wage statements, such that workers were not able to determine how much and for what hours they were being paid.</p>
<p>For more information on how PEO Brokers of America can help  your company manage labor law issues, contact us today!</p>
<p>888.370.5406</p>
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		<title>5 Big Changes Coming to Human Capital Management</title>
		<link>http://www.peobrokersofamerica.com/5-big-changes-coming-human-capital-management/</link>
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		<pubDate>Fri, 15 May 2015 15:12:38 +0000</pubDate>
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				<category><![CDATA[Human Resources]]></category>
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		<description><![CDATA[<p>5 Big Changes Coming to Human Capital Management The way we do work is always changing. As new technology continually makes us more efficient, and evolving collaboration strategies have a noticeable impact on the dynamics within the workplace, every organization finds itself dramatically different at the start of a new year from the way it was [&#8230;]</p>
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				<content:encoded><![CDATA[<h1 class="entry-title">5 Big Changes Coming to Human Capital Management</h1>
<p>The way we do work <a href="http://www.tlnt.com/2014/05/12/are-you-ready-for-the-constant-change-in-todays-working-world/">is always changing</a>.</p>
<p>As new technology continually makes us more efficient, and evolving collaboration strategies have a <a href="http://www.peobrokersofamerica.com/wp-content/uploads/2015/05/hcm.jpg"><img class="alignright size-full wp-image-686" src="http://www.peobrokersofamerica.com/wp-content/uploads/2015/05/hcm.jpg" alt="hcm" width="200" height="341" /></a>noticeable impact on the dynamics within the workplace, every organization finds itself dramatically different at the start of a new year from the way it was 12 months ago.</p>
<p>The year 2014 was absolutely not an exception, as new <a href="http://www.tlnt.com/2014/11/14/4-big-workforce-changes-that-will-be-driven-by-technology/">mobile and cloud-based tools brought major change</a> to work as we know it.</p>
<p>What’s interesting is that every time work changes, in theory human capital management should, too. If our employees are modifying their strategies over time, then how is the HR function adapting and keeping up?<span id="more-118833"></span></p>
<div id="google-ads-tlnt-intra-article" class="google-web-ad"></div>
<p>That should be an especially salient question now, in early January of 2015. If workers are setting New Year’s resolutions, then those responsible for human capital management (HCM) strategies should consider doing the same. I blogged earlier about why <a href="https://ceridianblog.wordpress.com/2014/12/10/2015-the-year-of-the-employee-and-more/">I believe 2015 will be the year of the employee</a>, and data is starting to back this up.</p>
<h3>What employers need to be doing</h3>
<p><a href="http://www.benefitspro.com/2015/01/06/top-7-hr-predictions-for-2015">According to Benefits Pro</a>, there’s been a great deal of research into what new trends should be expected to shape HR in 2015. Deloitte Consulting has led the way, revealing its expectations for the new year in, <a href="http://www.tlnt.com/2015/01/15/5-big-changes-coming-to-human-capital-management/st/Predictions-for-2015--Redesigning-the-Organization-for-A-Rapidly-Changing-World.aspx"><em>Predictions for 2015: Redesigning the Organization for a Rapidly Changing World</em></a>. In it, Deloitte principal Josh Bersin notes that the rise of Millennials and the arrival of the “24/7 work environment” amid a changing tech climate have converged to change the game.</p>
<p>The report states that,</p>
<blockquote><p>Employers will be challenged to re-engineer the workplace, rethink jobs and reshape the way to attract, engage and manage people if they are to drive business performance amidst a growing global economy in 2015. Organizations should focus on bold, innovative strategies to develop leaders, engage employees and foster a healthy workplace culture if they want to succeed in a global environment where competition for talent will be fierce.”</p></blockquote>
<p>So what strategies in particular are likely to be big in 2015? Here are five (5) in particular:</p>
<h3>1. Redesigning performance management</h3>
<p>Organizations are becoming more progressive about the way they oversee their employees.</p>
<p>Companies are becoming less reliant on the annual appraisal process. The new model is one that promotes agility and transparency, allowing for staff members and their managers to collaborate on guiding the workforce together.</p>
<h3>2. Helping the overwhelmed employee</h3>
<p>Our colleagues find themselves overworked and stressed – for these individuals, it’s time to do something constructive to help them.</p>
<p>In 2015, in addition to implementing <a href="https://www.opm.gov/faqs/QA.aspx?fid=4313c618-a96e-4c8e-b078-1f76912a10d9&amp;pid=2c2b1e5b-6ff1-4940-b478-34039a1e1174">employee assistance programs</a> (EAP) that focus on <a href="http://www.tlnt.com/2014/12/11/employers-love-wellness-plans-but-the-question-is-do-they-even-work/">wellness</a>, HR may want to look at ways to redesign the schedule to liberate the overwhelmed parties, especially shift-based workers.</p>
<h3>3. Emphasizing corporate learning</h3>
<p>Increasingly in the future, we’ll realize that job skills are the most important currency in the world.</p>
<p>For this reason, organizations <a href="http://www.tlnt.com/2014/08/01/3-shifts-every-company-should-make-to-shape-its-learning-culture/">will make learning a top priority</a> so that their talent can develop and shine.</p>
<h3>4. Investing in talent acquisition</h3>
<p>Of course, it’s also a matter of bringing in high-quality people in the first place.</p>
<p>That’s why organizations in 2015 are likely to invest in better recruiting technologies <a href="http://www.tlnt.com/2014/09/03/5-talent-acquisition-trends-you-really-need-to-watch/">to help them track down the best possible talent.</a></p>
<h3>5. Developing HR itself</h3>
<p>Last but not least, the HR department can only reach its full potential if it’s well-staffed, right?</p>
<p>Human capital management leaders should take a moment this year to develop the talents of their own internal people. As the HR function is transforming into a business partner, it will be critical to developing business acumen, <a href="http://www.tlnt.com/2014/01/22/how-to-build-a-great-hr-department-act-small-even-if-youre-really-big/">underscored by tying HR efforts to the goals of the company</a>.</p>
<p>Originally Posted @<strong><a href="http://ceridianblog.wordpress.com/"><em>Ceridian’s HCM</em> <em>blog</em></a>.</strong></p>
<p>For more information on how PEO Brokers of America can help your company with human capital management, contact us today!</p>
<p>888.370.5406</p>
<p>info@peoboa.com</p>
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