Outsourcing HR – The Benefits

Control Costs

Control Costs

Whether you keep a simple in-house HR infrastructure or let ABO take over operations, it’ll cost you less overall. The expertise, technology, and service infrastructure we offer would be cost-prohibitive for the average business to replicate. Liabilities associated with employer compliance on the many rules and regulations you face are also greatly reduced.

Save Time

Save Time

Routine and redundant administrative tasks can eat up a significant portion of every day. Handing these over to ABO will free you up to concentrate on your business.

Reduce Paperwork

Reduce Paperwork

Payroll, employment manuals, contracts, benefits, workers’ comp—these are just a few of the things you’ll no longer have to distribute, complete, file, or store when you work with ABO.

Compliance Expertise

Compliance Expertise

How well-versed are you in HIPAA, ERISA, FUTA, and FICA? How about COBRA, immigration, the ACA, disabilities, civil rights, fair labor standards? Staying up to date and complying with dozens of complicated federal, state, and local regulations is a tremendous undertaking, and one that can cost you if you’re less than expert. America’s Back Office® not only mitigates risk for you, but we can offer greater protection for your employees that might not be available otherwise.

Happier Employees

Happier Employees

Reduce turnover with a staff that feels appreciated and taken care of by the enhanced communication, benefits, training, safety, and financial perks, like discount plans and flex spending. Happy, healthy employees means increased job satisfaction and better performance. You’ll also attract better, more skilled workers when you can offer them more of what they’re looking for in long-term employment.

Customization

Customization

America’s Back Office® offers you more flexibility to configure your offerings the way you want. Payroll, benefits etc can be setup the way you want, not the way the system dictates, so you can provide better offerings, and deliver better service to your employees.

  • HR Compliance Test

    Test Your Knowledge About HR Compliance

    Holiday Pay

    Q:  Do I have to pay employees more for working holidays? A:  A common misconception is that employers must pay employees a higher rate of pay if they work on a holiday. That’s not true, except for a couple of states in New England that have “Blue laws” on the subject. Similarly, they don’t have to provide any pay for a holiday when hourly employees don’t work- but most companies do.

    Voting

    Q:  If I want to vote will I be docked pay for my time away, or, will I be paid as if I were at work? A:  Time away from the work varies by state law and many states are silent on the matter.

    Mandatory Rest Periods

    Q:  If I have a job that is physically demanding will there be mandatory rest periods? A:  Generally, rest periods are mandated by less than a third of the states and there are variable definitions of paid/unpaid.

    Testing

    Q:  Can companies create their own specific tests that are used during the hiring process but that are not in regular compliance with state laws? A:  States limit what testing can be done, what action can be taken, what notice must be given during the hiring process.

    Breaks

    Q:  Are meal breaks required for employees? A:  Most states do not require meal breaks, but some do, and requirements vary on whether breaks are paid or unpaid.

    Jury Duty

    Q:  How many states require that employees be paid by their employer for having to attend jury duty? A:  Five.  Required pay in some manner in: AL, CT, CO, MA, NY.

    Workday Restrictions

    Q:  Is it against the law in some states to work on certain days of the week or holidays? A:  In MA employers can’t employ on Sunday for certain jobs and a permit is needed for employees to work on certain holidays.  The pay 1.5 x rate (OT).

    Other Common HR Scenarios For Business Owners

    Q: Should we ask a job applicant if they have a valid license and a reliable car to get to work? A: No. You could learn that they have a disability, and if not hired they could argue that it was a factor in your decision. Q: Can we ask a job applicant if they are a man or a woman? A: Only if it is a Bona Fide Occupational Qualification (BFOQ) Q: When an employee is hurt on the job, can I send them for drug testing? A: Only if drugs or alcohol are reasonably suspected to be a contributing factor Q: How many breaks and how long of a lunch period do I have to give my employees? A: Depends on State law. In most states, no breaks or lunch periods are required by law. Q: If an employee has chronic attendance problems and their final violation was because they were hospitalized, will they be able to collect unemployment benefits on my account? A: Likely, yes. The unemployment office only cares about the “final incident”, and if the employee was unable to work due to circumstances beyond their control, the unemployment office will likely award them benefits. Q: In a harassment allegation, how does an investigator prove that the harassment did or didn’t occur? A: By searching for evidence in the form of interviews with the complainant, the accused, and key witnesses, obtaining video evidence, text messages, emails, hand-written notes, gifts, or anything else that can clarify the situation. If any of these scenarios apply to your organization and you need help, or, if this blog has create additional HR questions for your organization please call us at (586) 977-3377 and we will be happy to assist you.

Management is
doing things right;
leadership is doing
the right things.
Peter Drucker

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