Vision Payroll

July 4, 2012

Tip of the Week: The NLRB’s Social Media Policy Memorandum

The NLRB’s Social Media Policy Memorandum
The NLRB’s Social Media Policy Memorandum
On May 30, 2012, the National Labor Relations Board (NLRB) Acting General Counsel Lafe Solomon issued a memorandum regarding social media policies in the workplace. The General Counsel’s memorandum is applicable to both unionized and non-unionized work environments.

Certain Employees Rights Are Granted Under Section 7 of the NLRA

Section 7 of the National Labor Relations Act (NLRA) allows employees the right to form, join, or assist labor organizations and the right to engage in other concerted activities for the purpose of collective bargaining or other mutual aid or protection. In addition, even in union-free businesses, employee complaints about hours, pay, treatment, working conditions, etc. may not result in disciplinary action or termination under the NLRA. This section of the Act has important implications for employer social media policies, as delineated in the NLRB’s recent memo.

Social Media Policies That Might Be Illegal

The NLRB’s memo covered seven social media policies published by various employers to demonstrate specific provisions that may be unlawful. Some of those social media policies include the following:

  • Policies concerning an employer’s attempt to protect confidential information may be unlawful.
  • Policies that aim to show peaceful relations amongst staff may be unlawful.
  • Policies about employer image protections may be unlawful.

Companies Must Establish a Compliant Social Media Policy

To learn more about establishing a compliant social media policy, be sure to read the featured article by the HR pros at MyHRSupportCenter, The NLRB’s Social Media Policy Memorandum. If you’re not yet signed up or would like a free trial of MyHRSupportCenter, contact Vision Payroll today.

June 20, 2012

Tip of the Week: DOL-based Smartphone Apps Employees Might Use Against Employers

Filed under: News — Tags: , , , , — Vision @ 4:19 pm
DOL-based Smartphone Apps Employees Might Use Against Employers
DOL-based Smartphone Apps Employees Might Use Against Employers
Which smartphone tools are employees downloading about their workplace rights that can be used against their companies?

Smartphone Apps That Employees May Be Using Are Varied in Approach and Information

The first type of app are apps such as JobCompass™, a web and mobile job search application that searches millions of jobs, locating and plotting them on a map showing you exactly where the jobs are in relation to a certain location. Other apps help people determine how much a certain job should pay in a particular area, which can used both by job seekers to determine if a job offer is fair and by employees to determine if their pay is competitive with others in the same job.

A second type of app is intended to be used by people thinking about eating at a certain restaurant, staying at a certain hotel, or applying for a particular job. These apps will give information such as health or labor violations and can be searched on name, address, entity type and many other fields.

Other apps track things such as OSHA violations and which companies have sent jobs overseas.

As the use of smartphone apps expands, many different apps and types of apps will become available.

How Should Employers Train Managers and Communicate with Employees About These Items?

To learn the valuable tips for dealing with these issues and much more, be sure to listen to DOL-based Smartphone Apps Employees Might Use Against Employers in this month’s HRCast, a recording provided by our team of HR Pros and available exclusively on MyHRSupportCenter.

MyHRSupportCenter Provides Alerts, Best Practices, and HR Tools Every Day

Visit MyHRSupportCenter regularly, not only for our HRCasts, but also to get late-breaking compliance alerts, best practices to implement, and HR tools to use every day. If you haven’t yet signed up and would like a free trial of MyHRSupportCenter, contact Vision Payroll today.

November 23, 2011

Tip of the Week: Hiring Incentives for Veterans Expanded

Hiring Incentives for Veterans Expanded
Hiring Incentives for Veterans Expanded
The 3% Withholding Repeal and Job Creation Act (HR 674) was recently signed into law by President Barack Obama. The new law repeals the 3% withholding on certain payments made by the federal, state, and local governments. It also established the Returning Heroes Work Opportunity Tax Credit (Returning Heroes WOTC) and the Wounded Warriors Work Opportunity Tax Credit (Wounded Warriors WOTC), which provide credits to employers who hire qualified veterans.

Returning Heroes WOTC

The Returning Heroes WOTC has two types of incentive. The first incentive, for veterans who have been unemployed for at least four weeks, is equal to forty percent of the first $6,000 wages or up to $2,400. The second incentive, for veterans who have been unemployed for at least six months, is equal to 40% of the first $14,000 wages or up to $5,600.

Wounded Warriors WOTC

The Wounded Warriors WOTC also has two types of incentives. The first incentive is an extension of the current existing Work Opportunity Tax Credit (WOTC) for veterans with a service-connected disability. The credit, which was set to expire on December 31, 2011, is now extended to December 31, 2012. This credit is worth up to $4,800. It also adds a new incentive for veterans with a service-connected who have been unemployed for at least six months. It is equal to 40% of the first $24,000 wages or up to $9,600.

Tax-Exempt Entities May Receive Payroll Tax Credit

The new law also provides incentives to tax-exempt organizations for hiring veterans “for services in furtherance of the activities related to the purpose or function constituting the basis of the organization’s exemption.” The credit for tax-exempt entities is a payroll tax credit rather than an income tax credit and is only available for 26% of wages, not 40%.

Contact Vision Payroll for Tax Credit Information

Contact Vision Payroll for more information on the tax credits available for hiring Returning Heroes and Wounded Warriors.

November 16, 2011

Tip of the Week: Top Three Employer Hot Points During This Holiday Season

Filed under: News — Tags: , , — Vision @ 2:51 pm
Top Three Employer Hot Points During This Holiday Season
Top Three Employer Hot Points During This Holiday Season
With many company holiday celebrations being planned, employers need to be aware of and prepare for potential workplace-related risks and liabilities.

Three Areas You Must Be Well Prepared to Address

  1. Religious Accommodation: Some employees may feel uncomfortable with the inclusion or exclusion of certain holiday celebrations. Do you have a fair resolution process for dealing with complaints?
  2. Harassment and Discrimination: Harassment and discrimination are issues year-round, but may be more prevalent during holiday social gatherings. Have you reminded employees about inappropriate conversations and actions before such gatherings?
  3. Alcohol and Drug Use: Inappropriate and illegal drug and alcohol use during company functions is still a high-profile concern. Have you set the expectations about what is and is not acceptable drug and alcohol use at company events?

Have You Addressed the Top Three Employer Hot Points During This Holiday Season?

To learn the valuable tips for dealing with these issues and much more, be sure to listen to Top Three Employer Hot Points During This Holiday Season in this month’s HRCast, a recording provided by our team of HR Pros and available exclusively on MyHRSupportCenter.

MyHRSupportCenter Provides Alerts, Best Practices, and HR Tools Every Day

Visit MyHRSupportCenter regularly, not only for our HRCasts, but also to get late-breaking compliance alerts, best practices to implement, and HR tools to use every day. If you haven’t yet signed up and would like a free trial of MyHRSupportCenter, contact Vision Payroll today.

November 9, 2011

Tip of the Week: Get Applicant Tracking with Every Job Posting

Filed under: News — Tags: , , — Vision @ 4:56 pm
Get Applicant Tracking with Every Job Posting
Get Applicant Tracking with Every Job Posting
When you post a job on My Recruiting Center, not only do you get the advantage of our bulk buying discount for ads on job sites such as CareerBuilder, Monster, LinkedIn and Craigslist, you get a whole suite of Applicant Tracking features.

Applicant Tracking Features Available on My Recruiting Center

Every job you post on My Recruiting Center comes with these Applicant Tracking features:

  • Job Template Library
  • One-Click Job Advertising to Monster, CareerBuilder, LinkedIn, Craigslist, and hundreds of niche and regional job boards
  • Screening Questions and Applicant Ranking
  • Applicant Tracking
  • Tax Credit Screening
  • One-Click Background Screening

Paperless Onboarding for New Hires Also Available

Once you’ve made that hiring decision, simplify the onboarding process with the customized paperless onboarding option. This allows you to send paperless tax forms, offer letter, ACH authorizations, and other forms all with a single click. Your new hire can review the forms, sign electronically, and return them to you. No delays, no paper forms to file, and ask about easy importing to bring right into your payroll software.

Get Started with My Recruiting Center Today!

Simply go to the Vision Payroll home page, click “Payroll Login”, and then sign in to Online Employer. Once in, click the “Recruiting Center” tab on the left and then the company you want to recruit for on the right and you’re ready to go. Contact Vision Payroll if you need help with your Online Employer login or password.

November 2, 2011

Tip of the Week: HR Training for Managers as a Key Compliance Strategy for Your Business

The value of providing training to managers throughout the employment life cycle cannot be overlooked. Training ensures that your managers are knowledgeable about your company’s workplace law obligations and skilled in delivering human resources best practices in order to become successful in their roles. Training further enables business costs to be low, enables employer liability to be controlled, and allows for successful organizations to emerge. Did you know that in 2010 the Equal Employment Opportunity Commission (EEOC) filed 99,992 charges against the private sector?

Suggested Strategic and Compliance Training Topics

Managers should be trained in various discipline areas, but some may or may not apply depending upon the company’s size and industry. Below are some suggested strategic and compliance training topics to assist managers in increasing effectiveness and reducing exposure:

  • Business Execution
  • Leadership
  • Performance Management
  • Diversity
  • Business Crises Management
  • HR Best Practices

Transferring the Training Is Key

To learn the best way to transfer the training into actual real life situations and settings, be sure to read the featured article by the HR pros at MyHRSupportCenter, HR Training for Managers as a Key Compliance Strategy for Your Business. If you’re not yet signed up or would like a free trial of MyHRSupportCenter, contact Vision Payroll today.

October 26, 2011

Tip of the Week: Preparing for Workplace Disaster Emergencies

Preparing for Workplace Disaster Emergencies
Preparing for Workplace Disaster Emergencies
Depending on where your business operates, you may be faced with familiar seasonal weather dangers or be challenged on the spot with an unexpected force, or forces, of nature.

Every Management Team Should Answer These Questions About Workplace Disaster Emergencies

  • Do we need to implement an Injury and Illness Prevention Program (IIPP)?
  • What will be the impact of the Occupational Safety and Health Administration (OSHA) Heat Safety Tool app?
  • What information do we need to collect in order to develop an effective workplace disaster emergency plan?
  • Which health and safety developments will unfold over the next few months?

Learn How to Prepare Effectively for Workplace Disaster Emergencies

To learn the answers to these questions and much more, be sure to listen to Preparing for Workplace Disaster Emergencies in this month’s HRCast, a recording provided by our team of HR Pros and available exclusively on MyHRSupportCenter.

MyHRSupportCenter Provides Alerts, Best Practices, and HR Tools Every Day

Visit MyHRSupportCenter regularly, not only for our HRCasts, but also to get late-breaking compliance alerts, best practices to implement, and HR tools to use every day. If you haven’t yet signed up and would like a free trial of MyHRSupportCenter, contact Vision Payroll today.

October 19, 2011

Tip of the Week: Social Security Administration Announces 2012 Increases

Filed under: News — Tags: , , , , , — Vision @ 10:23 am
Commissioner of Social Security, Michael J. Astrue
Commissioner of Social Security, Michael J. Astrue
The Social Security Administration announced today that the Maximum Taxable Earnings or Social Security Wage Base would increase from $106,800 in 2011 to $110,100 in 2012.

Social Security Increases Based on CPI Change

Since there was a 3.6% increase in the Consumer Price Index (CPI-W) from the third quarter of 2010 to the third quarter of 2011, the Social Security Wage Base will also increase by 3.6%. This is the first increase in the Social Security Wage base since 2009. Wages are scheduled to be taxed at 6.2%, so the maximum tax to be paid by each employee at that rate would be $6,826.20. There are proposals to keep the current rate of 4.2% for employees or to reduce it to 3.1%, but none has passed at this time. About 7% of workers who pay Social Security Tax are expected to reach the maximum in 2012.

Retirement Earnings Test Exempt Amounts Increase for 2012

For workers under full retirement age who are receiving Social Security benefits, $1 in benefits is withheld for every $2 above the Retirement Earnings Test Exempt Amount of $14,160 per year or $1,180 per month in 2011. This will increase to $14,640 per year or $1,220 per month for 2012. The year an individual reaches full retirement age, $1 in benefits is withheld for every $3 above the Retirement Earnings Test Exempt Amount of $37,680 per year or $3,140 per month in 2011. This will increase to $38,880 per year or $3,240 per month for 2012. The month an individual reaches full retirement age there is no limit on earnings.

Quarter of Coverage Amounts Increases to $1,130

Also increasing for 2012 is that amount needed to earn a Social Security credit, formerly known as a quarter of coverage. In 2011, a credit is earned for every $1,120 of earnings, up to a maximum of four credits. That amount will increase to $1,130 for 2012.

Social Security Monthly Benefits to Increase in January 2012

The maximum benefit for a worker retiring at full retirement age is also increasing from $2,366 to $2,513. See the table below for other changes in Social Security benefits for 2012.

2012 Social Security Benefits

20112012
Maximum Benefit:
Worker Retiring at Full Retirement Age$2,366 per month$2,513 per month
SSI Federal Payment Standard:
Individual$674 per month$698 per month
Couple$1,011 per month$1,048 per month
SSI Resources Limit:
Individual$2,000$2,000
Couple$3,000$3,000
SSI Student Exclusion:
Monthly Limit$1,640$1,700
Annual Limit$6,600$6,840

Contact Vision Payroll Today

Contact Vision Payroll if you have any questions on the Social Security changes for 2012 or get further information at Important Facts and Figures.

October 12, 2011

Tip of the Week: Employee Rights Notice Posting Requirement Delayed to 2012

New NLRB Notice Requirement Puts Businesses Nationwide on NoticeAs previously announced, The National Labor Relations Board (NLRB) issued a final rule requiring most private-sector employers to notify employees of their rights under the National Labor Relations Act (NLRA). The NLRB will require employers to post a new NLRA notice in the workplace.

Posting Deadline Extended to 2012

The NLRB recently extended the deadline from November 14, 2011 to January 31, 2012.

Be Protected Against Claims of Unfair Labor Practices

Join the Vision Payroll Poster Program today and receive a guarantee worth up to $25,000* against any government fine for a posting violation. You’ll receive a new version of our space-saving, full-color laminated posters as laws change. No hassle, no uncertainty, no research. Let Vision Payroll keep track of the changes and make sure you stay in compliance. Sign up TODAY!

*Our Poster Subscription Programs guarantee that you will have the most up to date State and Federal Labor Law posters. During the duration of your subscription, if you receive a posting violation while properly displaying the most current version of our posters, Elite Business Ventures will pay any fine imposed by a government agency, with the maximum amount of $25,000 due to improper content.

October 5, 2011

Tip of the Week: New NLRB Notice Requirement Puts Businesses Nationwide on Notice

New NLRB Notice Requirement Puts Businesses Nationwide on NoticeThe National Labor Relations Board (NLRB) issued a final rule requiring most private-sector employers to notify employees of their rights under the National Labor Relations Act (NLRA). The NLRB will require employers to post a new NLRA notice in the workplace. The posting requirement, originally was to be effective November 14, 2011, but has been extended to January 31, 2012.

Learn Who Is and Isn’t Covered and More

Not all employers are covered by the new mandate, including federal and state governments and labor unions. Employers who are covered must be sure to post in a conspicuous area. Additional requirements may apply to workplaces with large numbers of employees who don’t speak English. An electronic posting of the notice may also be required.

Learn More About the New NLRB Notice Requirement

To get more details about the new NLRB notice requirement, be sure to read the featured article by the HR pros at MyHRSupportCenter, New NLRB Notice Requirement Puts Businesses Nationwide on Notice. If you’re not yet signed up or would like a free trial of MyHRSupportCenter, contact Vision Payroll today.

Be Protected Against Claims of Unfair Labor Practices

Join the Vision Payroll Poster Program today and receive a guarantee worth up to $25,000* against any government fine for a posting violation. You’ll receive a new version of our space-saving, full-color laminated posters as laws change. No hassle, no uncertainty, no research. Let Vision Payroll keep track of the changes and make sure you stay in compliance. Sign up TODAY!

*Our Poster Subscription Programs guarantee that you will have the most up to date State and Federal Labor Law posters. During the duration of your subscription, if you receive a posting violation while properly displaying the most current version of our posters, Elite Business Ventures will pay any fine imposed by a government agency, with the maximum amount of $25,000 due to improper content.

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