Category Archives: HR Services

The Benefits of Employee Benefits

Your people are the backbone of your organization’s ability to grow and drive revenue. So how important are quality employee benefits to achieving your company’s goals and objectives? They are extremely crucial.

Employees value a well-rounded selection of benefits, and health insurance, a 401(k) plan, life insurance and dental coverage are a few of the plans that you can consider offering.

The Benefits

Benefits packages offer value to your employees and help you boost productivity and retention in a cost-effective manner. Here are a few of the advantages of offering employee benefits as part of your compensation package.

Talent Attraction and Retention

Employees highly value a good benefits package. Developing a strategic benefits package that targets specific types of employees can help attract the right job candidates to keep your organization running at peak efficiency.

Once you have these top-performing employees at your company, providing a tailored employee benefits package will serve as a barrier to them leaving—a great benefits package can be a huge advantage when looking at retention strategies because it holds more than just monetary value for the employee. A bigger salary at another company likely won’t be as strong a pull for an employee tempted to leave if the other company’s benefits package isn’t as attractive as yours.

Healthy, Productive Employees

When your benefits package includes a combination of health insurance and dental and vision coverage, you will have employees who are able to take a proactive role in managing their health. They will have easy, affordable access to health care, reducing absenteeism due to illness.

When they are on the job, healthy employees are more productive than sick ones. It’s beneficial for your company’s productivity and your employees when they have access to medical coverage and time off when they are sick.

Satisfaction

A good benefits package leads to satisfied employees with higher morale. Employees who find value in their benefits are typically more willing to commit to their company because it helps make them feel valued—which leads to increased productivity and decreased absenteeism.

Efficient Use of Resources

Offering valuable benefits can help lower top employees’ expectations for salary. Many employees are willing to accept good benefits in lieu of a slightly higher salary.

This is an advantage to your budget because the value you present to employees with benefits, especially health insurance plans, can be monetarily equal to a raise in salary for them, while costing you less due to group rates and lower payroll taxes. Employers can avoid the hidden cost of paying extra payroll taxes on higher salary by instead offering benefits to provide similar value to employees.

Thinking Long-term

Even if you think you can save a little money in the short term by skimping on employee benefits, you will eventually face the consequences through a lowered ability to attract high-achieving employees, increased difficulty retaining your top performers, and lowered morale and productivity.

Offering a quality array of employee benefits will pay off through a stronger, more productive workforce with employees committed to your company.

The Legal Implications of Personality Testing

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There are some companies that require job applicants to take a personality test, or Myers-Briggs personality test, before being considered for a role. And then there are companies who are seriously considering adding it to their hiring process. Ultimately, companies want to get a sense of how one sees the world and makes decisions.

Some companies believe this type of insight can help employers make predictions regarding future job performance and success. At the very least, it allows employers to get to know an applicant and find the right fit through more than just the traditional interview process. However, tread lightly because while these tests sound appealing and like a no brainer, they raise many legal issues, particularly in the areas of potential discrimination claims and privacy laws.

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Find a Strategic Partner

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Our Client

Located in Los Angeles, California, Motolease LLC is changing the motorsport finance industry. Motolease is a financial services company that offers unique consumer leasing programs through Motolease authorized dealers. It designs solutions exclusively for the motorcycle and powersports markets to help even the most credit-challenged riders. While its dealers benefit from serving an untapped market segment, it provides a much needed second chance to those who are underserved by the traditional financial solutions. As a result of over 90% approval rate, their dealers gain a huge competitive advantage in its market.

Their Challenge

Unlike other financial services out there, Motolease is a very progressive company! With its forward-thinking, Motolease is constantly looking for new ways to streamline its current processes, while also remaining compliant to the HR guidelines. Because of this, they find it extremely important to not just have a payroll and HR provider but also a strategic partner.

From the beginning of its relationship with its previous payroll company, Motolease was finding it difficult to get its employees’ attention. Daily calls would go unanswered and emails were forgotten and left without a response for several weeks. It seemed as if Motolease was constantly trying to put out fires without any help, leaving no room for strategizing a new plan for the future. This is where CorpStrat stepped in.

Our Recommendation

CorpStrat recommended its branded “21^stCentury Payroll and HR Solution,” which includes dedicated advisors for Motolease. These dedicated advisors allow Motolease to reach out to its point of contact and strategize its various goals from a payroll, HR, and business process perspective.

“I need to let you know how exceptional Angela Adams is. She is on top of her work, provides exemplary payroll service, has an answer for everything, is extremely organized and—on top of all that—she is very personable and professional. I’ve been in HR for 15 years and employees of Angela’s quality are like unicorns – they are extremely rare,” said Roz Gamble, Vice President of Corporate Operations.

The Results

When fully implemented, CorpStrat’s fully integrated 21^stCentury Payroll and HR solution helps to save Motolease hours of every pay period, especially when it comes to capturing pay and employee data. We also were able to totally revamp its employee handbook and provide a resource for any Human Capital Management questions it will receive in the future. Discover your company’s level of HR Efficiency today with this simple test here.

To learn more about CorpStrat’s 21^stCentury HR Solution, email us at communications@www.corpstrat.com or give us a call at (818) 377.7260.

6 Ways to Secure Payroll Processing and Fraud Prevention

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Payroll processing is a core function for organizations to be able to compensate their employees for the work they are doing. A payroll system also holds a massive amount of sensitive employee information.

If best practices to secure payroll processing are not properly implemented, sensitive information is left vulnerable, which can put both the employee population and the employer at serious risk of fraud, embezzlement and a host of legal issues potentially resulting in millions of dollars in damages.

To prevent that outcome from happening to your organization, you can use these strategies to help keep your payroll processing secure from inside and outside threats of fraud.

Fraud Prevention

Keep your payroll software up to date (if you are using an automated platform currently)

For those organizations who use automated software to run their payroll processing, the number one thing they need to do is make sure the software is up-to-date. This ensures that their payroll processing has all the latest deployed codes and firewalls to help prevent from devious intent from online thieves outside the organization.

Businesses should be working diligently with their I.T. department to keep up-to-date on the best security practices.

Provide common sense online security protocol for employees

Failure to secure payroll processing can often be attributed to human error. As it’s 2018, we’re still struggling to motivate our employee populations to keep online security top-of-mind. Employees who practice bad online security practices put themselves and their organization at risk to the following hazards:

Phishing schemes
Malware
Trojan horses
Spam
Ransomware
Spyware
Viruses and more

Human resources, I.T., and leadership need to make some decisions on what strategies and company initiatives they perform to help keep payroll processing secure from fraud by putting data security at the forefront of their operations.

Restrict payroll access diligently

This one should be simple to implement. Simply allow access to payroll and the sensitive information it holds to the select one or a few employees whose job it is to run processing for the organization. You’re going to have stakeholders in different departments who may need access to data in payroll, however, everyone needs to be accounted for in this process.

Organizations need to keep an updated list that specifies who has access to payroll. This will allow them to immediately check back on their list easily in the event some payroll shenanigans are afoot in the company.

Be wary of 3rd parties

It’s normal for internal people or departments to need specific information from the payroll department at various times. However, businesses are always being spammed by 3rd party companies looking to acquire the data they hold.

In the event, your organization is considering sharing payroll processing data with a 3rd party, it’s important that businesses consult with their state labor department for clarification on work-related information releases. These businesses should also create a documented procedure that forces whoever wants data from payroll to sign and acknowledge it for auditing purposes later.

Disposal of older documentation

Businesses need to keep their legal documentation cleaned up and disposed of properly. Even if the information is old, it can still lead a person with fraud on their mind to other places that can harm employees and employer interests.

Organizations should be auditing their sensitive payroll documentation held online, or hard copy in the office for older and unneeded materials. By cleaning out the older, sensitive data in their filing systems, businesses will not have to worry about it getting into the wrong hands. They will also have less to sift through when it comes to tax season or other auditing duties.

Secure your payroll area(s)

Whether the department is on-premise or located on another campus, organizations should be doing the following to their physical space to secure payroll processing:

Desks should be positioned so computer screens are not facing any windows or doors
All physical documentation should be locked up at all times when not being used
The doors to payroll should always be locked with access only allowed to assigned personnel
For offsite operations, the rules above apply

The Risk in Googling HR Issues

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person chancing it and taking a risk

If you do any work in HR, chances are you have used Google to research a variety of HR issues at some point. Googling for the occasional form or broad level question isn’t a bad thing, but if you are someone who’s uncomfortable with uncertainty, it’s best to avoid the practice altogether.

Information on the internet can be unreliable and organizations should avoid googling advice about issues that could have serious legal consequences. Know who you are dealing with before you trust their information.

Risks of using the internet for HR guidance can include:

Source Credibility– who is providing this information? Are they professionals in the HR field.
Accuracy– is the information provided correctly for your state? Are the documents the most recent and up-to-date ones available?
Soapboxes – Was this put online as part of a website trying to push a political or other agenda?
Phishing– Websites posing to be from more reputable organizations, that are trying to collect your personal information.
Hoaxes – is this site trying to deliberately mislead you with erroneous information?

This practice is simply NOT productive. There is far too much contradicting or risky information available. These issues can be costly and potentially litigious, exposing you to serious penalties, fines, and consequences. It’s imperative that you turn to a professional.

When you use a professional HR resource, like CorpStratHR, you will be communicating with trained HR professionals who can give you personalized advice and consultation. They can assist with a variety of HR topics, including Compliance, Employee Relations, building an employee handbook, harassment training, and much more.

CorpStrat can help businesses with Human Resources consulting with different levels of services. CorpStratHR On Demand provides unlimited access to a dedicated HR Consultant for questions about policy, procedure, and compliance.

CorpStratHR pro and plus provides the benefits of our HR on Demand services, plus unlimited employment law consulting, employee dispute resolution, an online training library, legal mediation & HR investigation assistance, and on-site HR support.

Have questions about the best HR resource for you? Contact CorpStrat today.