According to an article in Federal Computer Week, outside contractors have proved a long-indispensible government resource.  Outsourcing allows the government to perform work beyond its typical staffing, equipment, or monetary resources. It also creates a more efficient government through reduced costs and increased productivity.  In a time of budgetary concerns, outsourcing may be the only way the public sector, and even small private-sector businesses, can maintain necessary service levels.

Cost-savings occurs, in part, because contractors cost less than permanent employees.  Last year, USA Today reported that government employees received roughly $28,000 in annual benefits—over $12,000 more than their private-sector counterparts.  Data has also shown that pay rates in state and local government increase faster than private-sector rates.  Total compensation at all levels of government tends to be higher.

But lower pricing isn’t the only benefit of outsourcing services.  Outsourcing to private companies often results in new, fresh ideas beyond the government status quo.  Outsourcing is a great resource for small, private businesses, too!  It allows businesses to receive services they may not otherwise have been able to maintain or afford.  For instance, outsourcing human resources tasks to GHRO allows businesses to meet their HR needs, from hiring, payroll, employee benefits, to the latest in HR regulations and trends, at a fraction of the cost of maintaining an in-house HR department.  It is low-cost efficiency at its best.

How can HR outsourcing benefit you?  Contact GHRO today for a free quote!

The average worker’s office space has dwindled 15 square feet since 1994, down to a cozy 75 square feet in 2010.  And it’s not just the everyday workers who are feeling the squeeze—senior workers’ office space shrunk 19 feet over the same period.  Everyone but executive management, who enjoyed an increase in office space, has to do more work with less space.

Or are they?

What popularized the cubicle in the 1960s was its functional, modular office space without the construction required to build walled offices.  In the past, cubicle size has had to accommodate the latest office technology, such as bulky telephones, typewriters, and desktop computers.  Today, that technology is slender and sleek, such as flat-screen monitors, laptops, iPads, and Blackberries—and more important, that technology is mobile.

Mobile technology replaces the need for workers to be chained to their desks.  Instead, workers can telecommute or work from different places in the office, as in the open-space seating model found at companies such as Facebook and Intel.  This open-space model is becoming more popular thanks to its team-oriented setup and efficient use of work space.  Due to meetings, travel, shifts, or personal leave, not all work space is required at all times, so it makes sense to have fewer and unassigned work stations.

While some employees appreciate this modern, flexible approach to office space, other employees reject the approach’s irregularity, close quarters, and lack of privacy.  Since employees spend half their days at work, it’s important their office environment works for them to foster comfort and productivity.  But just as office spaces come in all shapes and sizes, so do employees, so not every model will suit every employee’s personality or work style.

Does that mean private offices are on the verge of extinction?  Not if SAS, a North Carolina business intelligence software company, is any indication.  For the last two years, the company was named Fortune magazine’s best place to work.  The kicker?  SAS gives almost all its employees private offices.

The truth is, employment law doesn’t dictate when a business must close for weather—closing a business is solely the employer’s judgment call.  Many businesses may choose to stay open in severe weather, depending on demand for their goods and services.  This is especially true of grocery stores, gas stations, hotels, and public-service industries like police and fire departments, hospitals, and snow plow operations.  It makes business sense to stay operational if there is legitimate work to be done, even in a blizzard.  Plus, businesses in areas that are used to winter snow will be less inclined to close due to weather, thanks to efficient snow removal.

But what happens to employees when businesses make the call to close?  From a human resources standpoint, businesses that close for weather are not required to pay hourly or non-exempt workers.  Like any other workday, these employees must be compensated only for the hours actually worked.  Exempt employees are another matter.  Businesses that close for a few days due to weather must pay their exempt employees who were ready and able to report to work.  On the flip side, businesses do not have to pay exempt employees who were unavailable to report to work, for example, due to the weather, transportation, or child care issues.  An exception occurs when businesses close for an entire payroll week because of weather, flood, or power outage.  Under these circumstances, exempt employees who perform no work for the week—not even checking e-mail from home—are not required to be paid.

As for the head cold, a recent CareerBuilder survey found 72 percent of workers report for work when they’re legitimately sick.  Most respondents (55 percent) do this because they feel guilty about missing work.  While this seemingly demonstrates amazing loyalty, how loyal is it to show up to spread germs to healthy coworkers?  Furthermore, does an office full of runny-nosed people slumped at their desks promote productivity?

And then there’s that Caribbean vacation.  A Right Management poll found 46 percent of workers didn’t use all their vacation time in 2010.  Workers either couldn’t get away from their desks or felt like they couldn’t get away to enjoy their annual vacations.

Whatever the case, employees are spending more days at their desks.  With so many businesses short staffed, with more duties falling to fewer employees, taking personal time is a legitimate concern for many workers.  Employees also worry that if they miss work, even for a day or two, their employers will realize either the worker or the position isn’t vital.  Employees are afraid to step away because their jobs may not be there when they come back.

If your employees aren’t taking the personal time they need, they’re at risk for employee burnout.  Workers who don’t feel like they can get a break from work, either to get healthy or to have fun, are more likely to suffer persistently high stress levels.  In turn, high stress levels can lead to employee turnover, which can quickly have your business flipping through job applications.  So what to do with employees who won’t unlock that desk chain?

Hand them the keys.  Now, more than ever, it’s important to tell employees it’s OK to miss work—and it needs to genuinely be OK.  Remind employees that their jobs will be waiting when they come back, and then train coworkers to fill in for sick or vacationing employees.  At the end of the day, employees able to take time off work will be healthier and happier, and will respond with increased loyalty and productivity.

1. Unpaid or Incorrect Overtime Pay

According to the Fair Labor Standards Act (FLSA), all work over the employee’s regular 40-hour workweek must be paid at time and a half. Note, California’s overtime laws are based not only on a 40-hour workweek, but also an 8-hour workday (except for certain employees on a modified work schedule, such as a 4/10). Any work performed in excess of eight hours in one workday is considered overtime, paid at time and a half, as well as the first eight hours worked on the seventh day of work in any one workweek. Similarly, work performed in excess of 12 hours in one workday shall be paid at double-time, as well as any work performed beyond eight hours on the seventh day of work in any one workweek.

Compensatory time may be granted instead of overtime wages, but it must be paid at the same rate: 150 percent.

Pitfall: If your business requires overtime to be preapproved, even if a non-exempt employee works “unauthorized” overtime, it must still be reported.

2. Minimum Wage Violations

As of July 24, 2009, federal minimum wage is $7.25 per hour. Many states have their own minimum wage laws; current minimum wage in California is $8 an hour. If a discrepancy exists between federal and state rates, the higher rate prevails. Under certain circumstances, minimum wage exceptions apply to special job groups, including tipped employees, full-time students, and disabled workers.

3. Unpaid Vacation Time

Employers are not legally required to pay employees for vacation time; however, if employers choose to provide paid vacation time, any accrued vacation time becomes part of an employee’s compensation package. That means accrued time must be paid out when an employee separates from the employer, whether through resignation or termination.

4. “Use It or Lose It” Vacation Time Policies

Some employers have adopted a “use it or lose it” vacation time policy, where if employees don’t use all of their accrued vacation during the calendar year, they will lose that time once the new year starts. In some states, “use it or lose it” vacation policies are unlawful.

5. Unpaid Compensable Time

Paid work time extends to more than just an employee’s job duties. If an employee spends time changing into a uniform, performing stock inventories, or setting up and cleaning a work area, that time is compensable. An employee is also entitled to wages for extra hours worked, such as working through lunch break, even if the employer didn’t require it.

Employment law has so many fine details, it’s tough to remember them all and implement them just right. One mistake can mean disaster! If employment law is getting you down, the Human Resources specialists at GHRO can help. Our professional staff stays on top of federal, state, and local employment regulations so you don’t have to! We’ll teach you the best way to adapt employment regulations to your business goals. Visit our website today to see how GHRO’s services can work with your business.

Personality profiling is designed to spot and prevent personality conflicts before they happen.  If significant differences emerge between an employee’s and a manager’s personality profile, a personality conflict will likely occur that may cause stress in the workplace.  An aggressive manager could see a more passive employee as working too slowly and lacking motivation, whereas a passive employee could see a more aggressive manager as controlling and micromanaging.  Such an environment can have negative effects on employee retention, as the new hire is more likely to resign—and quickly—when such a distinct conflict exists.

Comparing personality profiles can deter personality conflicts from being introduced to the workplace.  But what if a personality conflict already exists?  First, try assigning the new employee to a more compatible manager.  Higher compatibility rates yield faster-learning, more productive employees.  If that isn’t a viable solution, arrange a meeting with the manager and the new employee.  Sometimes, verbalizing how the two are alike and how their differences can complement each other is enough to get them working as a team.  Addressing differences in a positive manner puts an optimistic spin on a stressful situation and can help promote harmony.

As part of its turnover reduction strategies, GHRO offers employee selection services including personality profiling, employment testing, drug screening, and background checks.  These services are only a small part of what GHRO has to offer as your business’ Human Resources PEO.  Through GHRO’s services, you’ll receive the expertise of a professional HR team at the fraction of the cost of hiring an internal Human Resources Department.  Contact GHRO today to see how your business can benefit from outsourcing its Human Resources needs!

According to OSHA, improper ergonomics is the primary cause of severe workplace injuries.  OSHA also states that ergonomic issues are common in jobs that require “repetitive, forceful, or prolonged exertions of the hands; frequent or heavy lifting, pushing, pulling or carrying of heavy objects; and prolonged awkward postures.”  Leading the pack of injuries promoted by incorrect ergonomics: musculoskeletal disorders, such as carpal tunnel syndrome and tendinitis, which are the main cause of workers’ compensation claims among office workers.  Because these injuries may not be readily apparent and may worsen over time, affected employees may be slow to notice discomfort before it becomes a major health problem.  Such injuries cost employers millions of dollars in medical costs and lost employee productivity.

So what can be done to combat the physical strain caused by improper ergonomics?  Some employers may benefit from an independent audit of the company’s ergonomics needs, which will tailor suggestions for improvement to each employee’s workstation.  With or without an auditor’s recommendations, employers should equip workers with the tools necessary to perform their jobs with ease.  These tools may range from easy-touch staplers to brighter office lights.

Proper training is also important to promote ergonomics and to reduce injuries.  Employers should develop ergonomically correct procedures for each job and should incorporate those procedures into their company’s safety program and employee handbook.  Employees should be taught how to ergonomically perform their duties, how to recognize actions that may expose them to injury, and how to identify the symptoms of musculoskeletal disorders.

With the right tools and training, effective ergonomic work conditions can lead to higher productivity, decreased risk of illness and injury, and increased worker contentment.  Investing in ergonomic equipment and training will reap the reward of happier employees and reduced workers’ compensation claims.

By utilizing some of the many outsourcing solutions available to them, companies are finding more sophisticated ways to make sure they have the human resource capabilities to process complex business transactions and information. With these advancements in Human Resources Outsourcing, they gain a competitive advantage that allows them the flexibility to expand their businesses by venturing into new fields and raise the level of competency in their present ones with little to no effort on their part.

Technology is responsible for greatly enhancing many industries including healthcare, education, transportation, engineering and manufacturing. Finding employees who have the knowledge to support current and developing technologies is vital for companies to effectively compete in today’s marketplace.

In the past, companies had to rely on in-house IT capabilities and were burdened with the responsibility of recruiting, training and managing their own teams of specialists to operate and maintain information systems.

Today there are other viable solutions to meet the challenges of finding talented employees who posses the skills to operate and maintain these complex information systems. Outsourcing IT is one way to meet this challenge.

Primary Benefits of Outsourcing IT:

• Organizations gain access to flexible infrastructure.
• Organizations achieve higher standards and levels of service.

IT Functions Most Commonly Outsourced:

• Data Entry
• Application Development
• Data Center Operations
• Network Management

As companies are increasingly reliant on IT to conduct business the price tag of recruiting, training, managing and developing capable employees has exploded, not to mention the long-term continuing education these employees need to stay at the top of their game. This is why businesses are choosing to transfer IT assets, employee leasing, HR Management, HR consulting and other HR services to a professional employment organization that will deliver cost reduction without losing ground to the competition.

Although job fairs are not completely unsuccessful, many companies realize that the resumes they collect at such events are far below the standards they were originally searching for. The fact remains that most employers are just not willing to settle, especially in an economy ripe with individuals seeking employment.

Top Reasons Why Job Fairs Fail to Find Talent:

• Low Caliber of Attendees
• Poor Turnout
• Disorganization
• Lack of Strong Candidates
• Insufficient Promotional Efforts

The failure of companies to effectively find strong candidates at job fairs is one of the major reasons they are turning to professional employment organizations as an alternative. By utilizing the staffing and recruiting services of human resourcing outsourcing specialists companies are finding talented employees when they need them. A PEO will provide the expertise to handle recruiting, pre-screening, position placement, training and even HR management.

Top Reasons Why Human Resources Outsourcing Works To Find Talent:

• Large Inventory of Candidates
• Thorough Pre-Screening Procedures
• Highly Skilled
• Invaluable Referrals
• Flexibility

By choosing human resources outsourcing over a job fair for finding talented employees companies can rely on the expert recruitment services of a professional team of HR specialists to assess each candidate ensuring the right fit for employers while saving them both time and money.

Due to soaring medical costs, it is now estimated that employee benefits make up approximately 30 percent of the total employee compensation dollar. As a result, the days of employers offering first dollar health coverage are long gone.

Presently it is more likely that employers will offer options such as employee contribution, co-pays, deductibles and co-insurance as part of their benefits packages. Yet during these troubled economic times the price tag of these measures is still too high for many small and mid-size companies.

When a company turns to human resources outsourcing as a solution and hires a Professional Employer Organization (PEO) to assume the responsibility of employee benefits, they are able to provide competitive benefits packages while saving a substantial amount of money. This is because many insurance carriers offer PEO reduced prices for employee benefits while offering a full range of healthcare plan options.

By offering comprehensive employee benefits packages, smaller companies are better able to attract, recruit and maintain more qualified employees.

PEO’s not only help small businesses with employee benefits but also assume many other HR responsibilities including:

• Employee/Labor Relations
• Employee Leasing
• Government Compliance
• HR Audits
• HR Consulting
• Safety and Worker’s Compensation

Many small and mid-size companies are finding that by outsourcing their recruitment, HR management and other services that a PEO provides they can expand their core business with greater success.

By leaving the HR management to experts who have years of experience in not only finding a skilled labor force, but also in training and maintaining them, small and mid-sized companies can focus on productivity and growth while cutting costs at the same time.