All posts by stu

Business Expenses, Employment Poster, Human Resources, Minimum Wage, Posters, Restaurants, Tipped Employees, Wage and Hour

2019 Florida Minimum Wage Increase

Don’t Forget – Workplace Posters Must Be Updated!

On October 24, 2018, the Florida Department of Economic Opportunity announced that the 2019 Florida minimum wage will be increased from $8.25 to $8.46 per hour, effective January 1, 2019. The agency is mandated to calculate a minimum wage rate each year based on the percentage increase in the federal Consumer Price Index for Urban Wage Earners and Clerical Workers in the South Region for the 12-month period prior to September 1, 2018.  For full time minimum-wage employees, this will calculate to an annual wage increase of $436.80.

For restaurant and other hospitality employers who may take up to a $3.02 per hour tip credit against the minimum wage, the new 2019 wage requirement for tip-receiving employees will be $5.44 per hour.

On January 1, 2019, all Florida employers are required to display the state-mandated minimum wage poster in a conspicuous manner for employees.  Update your Florida Minimum Wage Poster for 2019 here and replace your 2018 posters.   (Also available here in Spanish)

 

Hiring, Recruiting

Available Manufacturing Talent in the Tampa Bay Area

FLORIDA EMPLOYERS TAKE NOTE …. AVAILABLE TALENT IN THE MANUFACTURING SECTOR!
October 2018

As an outplacement service to our clients, we would like to highlight the availability of the following employment candidates. Note: we are NOT acting as paid recruiters.  To obtain any or all of these resumes:

Contact [email protected] or call 727-350-0370 

OPERATIONS
Hernando, Pasco, or northern Hillsborogh County Manufacturers: Candidate seeking managment level postion in manufacturing: Operations, Quality Systems, Processes, or Documentation. Currently directs day-to-day manufacturing operations for 60,000sq. ft. medical device facility, generating $75M+ in annual production. 20 years of industry experience and a Bachelor’s degree in Accounting.

SUPPLY CHAIN MANAGEMENT
Pinellas County Manufacturers: Candidate seeking senior position in Supply Chain Management. Responsible for leading supply chain from sourcing to shipping. Exceptional leadership skills and a history of meeting and exceeding performance goals. 30 years of hands-on experience directing every facet of warehouse operations: shipping, receiving, inventory control, kitting and order fulfillment.

PRODUCT ENGINEERING
Pinellas and Hillsborough County Manufacturers: Candidate seeking management level position in product engineering. Skilled in product design, development and testing with 15 years of experience and a strong focus on delivering process and assembly qualified designs for manufacturing at highest quality/lowest cost. Holds several Patents and a Master’s degree in Plastics Engineering.

Company Culture, Employee benefits, Employee Policies, Human Resources, Retention, Rewards

Must Love Dogs … or, How to Retain Talent in a Pet Crazy Culture

With unemployment at a 17 year low, employers are reawakening to the need for effective talent retention strategies.  One of the hottest trends in corporate perks recognizes the astounding level of devotion American workers have for their furry, four-legged companions.  No matter what your budget, there are options for your company to offer animal lovers another reason to love their job, and another reason to love YOU, the employer who understands that Mr. McNibbles the Chihuahua or Schnitzel the Miniature Schnauzer is  a member of your employee’s family.

Here are some suggestions for making Fido happy  …  and to encourage your highest producers to stay:

  1. The ultimate gold standard of pet perks is the dog friendly office.  According to a 2016 survey by Banfield Pet Hospital, 82% of employees feel “greater loyalty” to a company that allows pets in the workplace.  Glassdoor, Procter & Gamble, and Amazon are some examples of employers that welcome dogs, and the vacuum company Bissell even has a designated Pet Area equipped with water, toys, and a bathing station.   Granted, this approach is not feasible for many companies, and requires careful consideration of liability issues and other drawbacks.    Not everyone’s precious pooch is capable of professional-caliber behavior, and you may find that not every pet parent is ready to admit it.   Management must be prepared to referee occasional conflicts, and, if you have to reject too many barky, whiny, gassy, or weak-bladdered participants (speaking about the pets here!), it may be the employer who ends up in the dog house.   Less radical options might be an annual participation in “Bring your Dog to Work” day, or, as we do here at ConsultStu,  schedule occasional one-day doggie “office passes” on a special incentive basis.
  2. In-house doggie daycare.  If you have extra space, implementing a modest on-site pet-sitting operation would not require enormous investment, and would eliminate many of the problems associated with allowing pets to roam freely throughout the workplace.   Integrate a bit of communal area for visits, walk breaks, or outdoor lunch seating, and your employees will never want to work anywhere else.   Since it would require some additional staffing to provide supervision and care for the fur-kids, this is most practical for mid-to-larger companies.
  3. Subsidize third party pet-sitting.  Regardless of how much or how little of the cost you plan on covering for employees, negotiating with local providers may result in substantially discounted rates.  In addition to workday pet care,  you might offer employees free kennel-boarding during authorized business travel.
  4. Offer free or discounted pet insurance.  Plans, premiums, and level of coverage varies widely … to begin your research, here is a link to Consumers Advocate’s 10 top pet insurance providers for 2018.
  5. Team with local pet rescue organizations.  Maybe an adoption drive can be set up once or twice a year on your premises, or socialization trainers can regularly bring foster animals on-site to enjoy some interaction and help them become adoption ready.

Whatever your company’s capacity is for extending pet perks, take advantage of this endearing and affordable way to enhance employee satisfaction and loyalty.  Dogs have an innate ability to make people smile, reduce stress, and encourage enthusiasm and optimism.    Find a way to let them be a part of your business success.

This article is endorsed by ConsultStu periodic contributor Pearl H.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

HR Compliance, Human Resources, I9 Form, Immigration

Independent 3rd Party to Audit Immigration Compliance for Publix

If your company is pursuing a services agreement with Publix Super Markets, Inc., it will be required to complete an annual certification of its immigration law compliance using a qualified, independent third party; or retain a qualified, independent third party to complete all company employee I-9s on an on-going basis.  If the audit is chosen, it must be completed every 12 months.  The annual certification must be submitted directly to Publix consistent with the time schedule outlined in your Services Agreement.  Publix provides contracting parties with a sample Annual Immigration Law Certification form to use and Consultstu has revised the template for use with our clients.

Due to our extensive experience with human resources practices and I-9 forms, we have served as the independent third-party auditor for several Publix contractors in recent months.  Stuart Charlson has over 25 years of experience with human resources consulting and compliance services for small to mid-sized businesses.

Our audit and review will be conducted at your worksite, and involve a review of the Company’s I9 forms, written immigration-related policies, postings and E-Verify practices (if used).  We provide immediate feedback on your practices and identify any necessary corrections to bring immigration documents and policies into compliance with any and all immigration laws, including the Immigration Reform and Control Act of 1986.  At the end of the audit, we provide your company with the immigration law certification form to submit to Publix.  For more information on this service, contact our office at 727-350-0370.

Affordable Care Act, Business Expenses, Department of Labor, General HR Questions, Group Health Insurance, HR Compliance, HR Costs, Human Resources, Individualized Assessment, New Hire

What’s so funny about the updated ACA Exchange Notice Form?

Guess what was revealed in the latest ACA form update?  The federal government assumes that your business has a full-fledged HR Department.  I doubt this comes as any surprise to our small-to-mid-sized clients!

Earlier this year, the Department of Labor made a minor change to its model Health Insurance Exchange Notices, the ACA Marketplace notices that must be given to new employees within 14 days of hiring.  Don’t worry if you haven’t yet updated to the latest form, because the previous version still conforms to the functional requirements under Regulatory Notice OMB No. 1210-0149.  But to ensure that you stay up to date, click here to download the latest forms:  Updated Notice for Employers Offering Health Plans and the Updated Notice for Employers Who Do Not Offer Coverage.   (MSWord versions available here.)

It took considerable scrutiny to detect anything that had been changed in the updated Notice for Employers Offering Health Plans, but about three-quarters down the page we saw it.  Now, instead of directing employees with additional questions to contact the company’s “HR Department,” the line provides a blank space to fill in a contact.

Isn’t it just a little satisfying to imagine the DOL receiving enough real-world feedback to realize their inaccurate presumption?  We have many clients supporting 20, 50, or even 100-plus employees, and they know the growth struggle is real, and how frustrating it can be:  when your company is large enough to face the burden of ever-increasing regulatory compliance, but not yet at a size to undertake a salaried staff of HR professionals.  These businesses have no in-house HR department to navigate the complexities of DOL, OMB, ACA, OSHA, EEO, FMLA, etc., or to implement beneficial HR functions such as a drugfree workplace, anti-harassment training, safety programs, or I9 audits … not to mention that nobody in the office has enough time to continually monitor federal, state, and local agencies for the release of new forms.

This is the gap we try to fill for Florida businesses.  We specialize in providing as much or as little HR assistance that is appropriate for each one of the clients we support.  We can assist at an hourly rate with special one-time projects, or provide on-going support on a retained basis.  Some clients want us to handle their unemployment claims, OSHA injury logging, or new hire documentation.  Others prefer assistance in establishing their own procedures, policies, documentation and accounts necessary to take care of those functions efficiently on their own.  If fractional HR services sound like a solution your business can use, call or email us today.

 

That face you make when the DOL thinks you must have a dedicated HR department …

Americans with Disabilities Act, Commercial Motor Vehicle Driver, FMCSA, Opioids, Safety

CDL Drivers and Prescription Medication

It’s okay for employees to take medication when properly prescribed by a licensed physician, right?  Yes.  But that doesn’t always mean they can still legally qualify to drive CMVs.  Florida employers should be aware that certain medications can disqualify a CDL driver.  And trust us on this …  the best time to find out that one of your drivers has become medically unqualified to drive is BEFORE they have an accident!

While we all know that drivers can’t take illegal or unprescribed controlled substances, navigating the implications of legitimate medical conditions and medications can be tricky.  First of all, learn which medications disqualify a CMV driver.  Any anti-seizure medication used for the prevention of seizures is disqualifying.  Methadone is also an automatic deal-breaker.

Many more prescription medications, as identified in 21 CFR 1308.11 (391.42(b)(12), or any other substance such as amphetamine, a narcotic, or any other habit-forming drug, are considered “by default” medically unqualifying.   However, if the prescribing doctor will issue a written opinion that the patient can safely conduct commercial driving while taking the medication, the Medical Examiner may (but is not compelled) to certify the driver.  The Medical Examiner is entrusted with considerable leeway in case-by-case evaluations, and other actions available to them include issuing a temporary suspension of a medical certificate, or, qualifying a driver but shortening the expiration period down from the standard 24 months in order to monitor an on-going health concern.

No matter when a medical certificate is set to expire, if any new diagnosis occurs that creates a physical or mental impairment of normal duties (whether such impairment is attributable to the disease or required medication), the driver may be considered unqualified to drive until a new examination and re-certification is completed.

Construction, Fall Protection, OSHA, Safety

Two Florida Contractors Hit with Big OSHA Fines

In the last 2 weeks, the U.S. Department of Labor’s Occupational Safety and Health Administration (OSHA) has issued big citations against two Florida contractors.  On August 29, OSHA cited Coastal Roofing Inc. for exposing employees to fall and other hazards at a St. Johns, Florida, worksite. The Jacksonville-based roofing company faces $105,283 in proposed penalties.  OSHA investigated the company as part of its Regional Emphasis Program on Falls in Construction. and Coastal Roofing was cited for (1) failing to ensure employees utilized a fall protection system; (2) failing to ensure employees utilized eye protection; and (3) not extending a portable ladder 3 feet above the roof landing.

Two weeks earlier, G&H Underground Construction was cited $57,738 after an employee received a severe laceration to his neck when his concrete saw kicked back while cutting concrete pipe.  OSHA’s St. Augustine cited the construction company for failing to provide eye and face protection, failing to train employees on operating equipment, and not inspecting equipment for damages and defects.

Is your company prepared for an unexpected accident, employee injury or OSHA visit to your construction site?  Today, fall protection is a huge focus for OSHA and every contractor must know and adhere to the safety regulations affecting employees working at heights.  Workers who work six feet or more above lower levels are at risk for serious injury or death from falls, and the OSHA construction standards require that fall protection must be used.  OSHA has additional standards for scaffolding, use of ladders and working in aerial lifts and scissor lifts.  Read more about OSHA’s fall prevention campaign, including training materials and fact sheets.

What is the six-foot rule in construction?  OSHA Subpart M requires the use of fall protection when construction workers are working at heights of 6 feet or greater above a lower level. However, it also applies at heights of less than 6 feet when working near dangerous equipment, for example, working over machinery with open drive belts, pulleys or gears or open vats of degreasing agents or acids. Click here for the Fall Protection in Construction booklet.

Construction, Employee Policies, OSHA, Safety

Hot Summers and Contractor Heat Illness Prevention plans

Florida construction is booming – and thousands of construction workers are working under the scorching summer sun.  Florida heat can be intense and dangerous. Forty (40) percent of heat-related deaths happen in construction.  With the quick rise in construction employment, there are many new workers who may not be used to working under the Florida sun.   Contractors should recognize that it takes time for new employees (and especially those with weight and medical conditions) to acclimate to working under the Florida summer sun.  To educate contractors, OSHA has created some great resources for your company on how to create a Heat Illness Prevention Plan.  Employers are responsible to educate workers on the dangers of working in high heat and implement actions that control the risks.   Construction related employers have learned how to protect workers from heat. It comes down to three keywords – Water. Rest. Shade.

  • Heat illnesses can affect anyone, regardless of age or physical condition.
  • Employers are responsible to protect workers: Under OSHA regulations, employers are responsible for protecting workers from extreme heat. An employer with workers exposed to high temperatures should establish a complete heat illness prevention program.  Read heat index guide for employers.
  • Provide workers with water, rest and shade.
  • Adjust work practices.  Allow new or returning workers to gradually increase workloads and take more frequent breaks as they acclimatize, or build a tolerance for working in the heat.
  • Plan for emergencies and train workers on prevention.
  • Monitor workers for the symptoms of heat-related illness in yourself and others during hot weather. Plan for an emergency, learn first aid and know what to do — acting quickly saves lives.

Read more about heat stress from the University of Florida – IFAS Extension.  If your company needs assistance with setting up a heat illness prevention plan, just give us a call.

Compensation, HR Resources, Human Resources, Social Security card

Your Online Social Security Account: Claim It or Block It!

Did you know that the Social Security Administration offers online accounts that allow the public to view and track all that information that we used to receive once a year via a paper Social Security Statement that was delivered to our mailbox?  The service is called “My Social Security,” and it can be a useful resource for retirement planning, income and contribution verification, benefits management, and identity protection.

One good reason to sign up for your “My Social Security” account is to prevent anyone else from trying to claim an account associated with your social security number.  When you apply, you will have to validate your identity by answering questions generated from your history of legal transactions and credit relationships.  Upon successful identity testing, you will receive an activation code to create your online account.  For those of us who can’t remember what they ate for lunch, much less an old address or mortgage lender you haven’t used since the late 90’s …  don’t worry, an account may also be opened by visiting your local SSA office in person.

Once an account is activated, people who are not yet collecting any benefits can keep track of earnings and track their estimated future retirement, disability, or survivor benefits.  The Social Security Administration recommends that contributors review their posted earning once a year and verify for accuracy.   When planning for retirement, keep in mind that the projected benefits are only estimates, based on future earnings continuing at the same rate as the last reported year, adjusted for average wage growth.  The less stable your career path, and the earlier you start tracking your earnings history, the more fluctuation you should anticipate.

Once you become eligible for benefits, your actual payment amount will be calculated on your top 35 years of earnings.  The amounts of money you earned in previous years are indexed for inflation so that they can be effectively ranked along with your most recent earnings.  Checking in once a year will help you formulate an increasingly accurate projection as you advance toward retirement age.

If you are already collecting benefits or have Medicare, you can use “My Social Security” to perform several administrative functions, such as accessing tax forms, updating address and phone numbers, managing direct deposit of payments, or request a replacement Medicare or Social Security card.   Avoiding a trip to the local Social Security Administration office in person is a time-and-hassle saver we can all appreciate.

But what if,  for whatever reason …  you simply do NOT want to conduct any online business with the Social Security Administration?  The best approach is to proactively BLOCK access to My Social Security.  This is similar to putting a freeze on your credit reporting, and will ensure that nobody can come along without your knowledge to activate your account fraudulently.  Blocking is especially recommended in cases of domestic violence or during times of contentious family conflict or divorce, because family members with intimate knowledge of your life and history are much more likely to be able to pass the self-identification testing than a stranger.   You can always remove the block later on, if you decide to participate in online account management.  So … if you have not already signed up for My Social Security, now is the time to make a choice about the online account waiting for you.  Either claim it or block it!

 

Company Culture, Hiring, Recruiting, Social Media

6 Steps to Kick Start Social Media Recruiting at your Small Business

We all know that the Florida economy is steaming ahead and your best candidates are definitely working for another employer. How can you recruit them? The good news is that when there’s a job you need to fill, it’s likely the right candidate is on social media right now. Even if they are not looking for a new job, your social media activity might interest them in your opening. If your company does not use social media, you are likely missing out on some fantastic job candidates – regardless of industry. So, it’s time to double down on your efforts, think creatively and take action to attract and retain employees on relevant social media platforms. It’s a great way to engage with candidates and to show off your company culture. It was reported somewhere that more than half of resumes originate from social referrals. So, here are 6 steps to start using social media recruiting at your small business.

Step 1 – Google your business (and key employees). What comes up? When people are looking for new jobs they will likely investigate your company before submitting an application or resume. Check out your online footprint and encourage your key employees to have a current and professional LinkedIn profile.

Step 2 – Get your company online.  It is critical to create and maintain up-to-date company profiles on the Big 5 platforms for online recruiting: Facebook, Twitter, LinkedIn, Instagram and Google+. Occasionally post an interesting article, press release, employee news or a company picture. A great profile for your company is essential as well as this is your “face” to potential candidates. Show your company culture through the information you chose to post. LinkedIn uses your description text to help people find you and Google uses text from LinkedIn pages to decide where they’ll show in search results. Fill out your description fully, using keywords so your company can get found on LinkedIn. Don’t forget images for your LinkedIn page.

Step 3 – Build your online reputation. For instance, if your company uses Indeed, the largest job posting aggregator, for job postings – check out your Company’s Indeed comments. Seek to obtain online feedback, reviews and comments from customers, employees and applicants. Places like Google, Yelp, Bing, Angie’s List can be excellent locations for driving attention to your website. Regularly ask for customer ratings and feedback.

Step 4 – Post your openings and get your employees involved. When you post your positions on various social media sites, direct them to your website or the official job listings. Encourage employees to share cool company content in order to showcase why your company is a good place to work. For instance, are you starting a new project, landed a new client, announcing a cool employee reward or incentive, fun employee outing? Also, ask employees to share your new job openings with their friends and connections. Connect your referral incentive program so that social media referrals also qualify for the referral bonus.

Step 5 – Locate, reach out and connect with potential candidates using Linkedin. Use filtering to identify qualified candidates and then send a personal message to the candidate and mention a factoid from their profile that interested you, and why they might be a good fit for your company. Check and see if they have their “I’m interested” in recruitment flag on their profile. If not interested right away, always ask if they know someone that might be a good fit for the position. Keep building your connections and rapport.

Step 6 – Use hashtags across social media. Well written hashtags will help qualified candidates find your messaging. Develop a recruiting or job opening hashtag. For instance – #job, #jobs, #jobsearch, #careers or #jobopening. Or use specific career hashtags such as #engineers #craneoperator #projectmanager #cpas. Then add a location hashtag #tampa #stpete #orlando. For example: add the following: #jobopening #juniorengineer #tampa

Send us your small business social media success stories to [email protected] or other suggested techniques for using social media to recruit effectively.

Need on-going HR support?
We have affordable HR retainers that offer a unique alternative to full HR outsourcing or the hiring of a full time HR employee. We design unique solutions to match your business strategy and budget. We have a proven track record of helping companies from many industries. We listen and probe to understand your needs and goals, before we offer recommendations and realistic solutions.
Contact Us Now