Month: November 2019

  1. Home
  2. November 2019
Health Care Reform – Navigating the Affordable Care Act

The details and fine print of the health care reform initiative will make your head spin. Below are highlights, important dates and must-know information to jump-start your learning and compliance to the Affordable Care Act (ACT).

The Biggest Change
Beginning January 1, 2014, individuals and employees of small businesses will have access to affordable coverage through a new private health insurance market – the Health Insurance Marketplace. The Marketplace offers “one-stop shopping” to find and compare private health insurance options. Open enrollment for health insurance coverage through the Marketplace begins October 1, 2013 with coverage starting as soon as January 1, 2014. The Marketplace in Colorado is called Connect for Health Colorado. Here is a short video on what they offer.

What does this mean for INDIVIDUALS AND FAMILIES?
The changes are pretty simple for individuals and families. You are able to shop via the Health Insurance Marketplace and thus may save money on your plans. Find out more.

Also, starting in 2014 you can be assessed a fee if you are not insured with at least minimal essential coverage. This fee is 1% of your annual income or $95 per person for the year, whichever is higher. The fee increases in 2016 to 2.5% of income or $695 per person, whichever is higher. Children are additional. Find out more about uninsured fees.

What does this mean for SMALL BUSINESSES? (under 50 employees)
There are many implications for small business. First and foremost you do not have to offer insurance to your employees. If you do, you can use the Small Business Health Options Program (SHOP) which is part of the new marketplace or portal mentioned above.

Starting in 2014, if you have fewer than 25 full-time employees making an average of $50,000 a year or less, you could get up to 50% of your employee premium contribution back. Find out more about tax credits.

What does this mean for LARGE BUSINESSES? (over 50 employees)
The Affordable Care Act will not provide Marketplace or SHOP access to larger companies until 2016 when they open the portal to companies with 100 or less full-time employees.

Starting in 2015, large companies will be subject to the Employer Shared Responsibility Payment. Organizations have to offer employees coverage whose premiums are no greater than 9.5% of annual household income (for self coverage) and the health plan pays for at least 60% of expenses for the average population. If this is not the case, employees can get more cost efficient coverage via the Marketplace and thus the employer will be penalized.

One way to avoid this payment is to have less than 50 full-time employees. Many companies are choosing to utilize personnel services for sub-contractors so they don’t assume the responsibility of the “employer of record” and thus the insurance coverage or penalty payments.

Learn more about how employers must notify their employees of the Marketplace and potential cost savings, health care reporting and disclosure requirements, and more.

Get help navigating the ACT
Thanks to a grant from the Connect for Health Colorado – Eagle, Pitkin and Garfield counties will have a Health Coverage Guide to help navigate the system and find the right coverage for employees and individuals. They will help compare the cost and quality of various plans, put together presentations for the Small Business and Individual Marketplaces, determine eligibility of tax credits and more. Feel free to contact Maria Vasquez, the Health Assistance Network Manager, at 970-328-8736, mili.vasquez@eaglecounty.us

Important Dates: Affordable Care Act
October 1, 2013 – Employee must be notified of coverage options

January 1, 2014 – Employers begin tracking “full-time” employees

January 1, 2015 – Affordable Care Act employer mandate goes into effect

For more information on Hot Jobs acting as the employee of record for personnel needs, please contact Kathryn Consoli, President/Owner of Hot Jobs Inc. 970-963-2647.

Hot Jobs, Inc. recruiters work closely with both clientele and candidates to create a successful placement by identifying, screening, as well as helping with retention according to the clientele’s personnel needs. We service the Roaring Fork Valley and surrounding areas including Glenwood Springs, Basalt, Aspen, New Castle, and Rifle, with our corporate headquarters located in Carbondale, Colorado.

3 Reasons for Having an Employee Recognition Program

3 Reasons for Having an Employee Recognition Program

Rewarding employees for a job well done can be expensive.  A poll conducted by Gallup found that 87 percent of workers surveyed in countries all over the world were disengaged with their jobs. Higher levels of engagement have proven time and again to lead to higher levels of employee satisfaction, greatly increased productively levels, greater loyalty to the company, higher profits, and better customer satisfaction. One of the best ways to increase engagement is to make sure the employees feel appreciated. Having a strategic recognition program in place is one of the most effective ways to show your employees you appreciate their hard work and dedication. The following are three benefits for companies to implement recognition programs and some ideas for rewarding your employees for a job well done:

Improve Business Results

It shouldn’t come as any surprise that happy and motivated employees are better equipped to address company concerns. Members of staff need to feel that they have a vested interest in selling the brand and its products and services. Many senior managers consider recognition programs an investment rather than an expense. People want to be rewarded for good work, and they’ll be mentally far better equipped to face the monotony of modern corporate culture if they know there’s a good bonus and other rewards waiting for them.

Decrease Employee Turnover Rate

While money is obviously the main motivator in almost any job, offering a pay raise isn’t the most effective method to hold on to employees. In fact, studies have shown that about half of employees leave within two years after accepting a raise, a statistic that clearly indicates that salaries and job satisfaction don’t always correlate. Often as important is employee recognition, which has proven to lower turnover rate significantly. Employees who are widely recognized and rewarded for their work are about 30 percent less likely to leave the company. Other benefits include increased happiness and productivity and reduced stress and frustration levels. A lower turnover rate also saves money, since a direct replacement can cost up to half the previous employee’s annual salary.

Increase Engagement and Productivity

An employee recognition program is all about clear communication, transparency, and having a solid rewards-driven system in place. Such a strategy leads to greater employee engagement, since it makes members of the staff feel like they’re a part of something bigger. An employee who has a vested interest in the direction of the company is heading will be genuinely concerned about the day-to-day running of the business. People who claim to be disengaged with their jobs may be an employee whom is in need of professional growth. This could be an excellent time to look at additional positions and/or responsibilities that could challenge a dedicated employee. Additionally, employees consider praise from managerial staff to be the top motivator.

Final Words

There are many ways to implement an employee recognition strategy, and most of them don’t require a huge investment. Some of the most popular methods include publishing the company’s greatest achievers in email newsletters, using staff meetings as an opportunity to include praise, or preparing regular status reports. However, a more original and engaging employee recognition program might include an achievement- or score-based system complete with monetary rewards and prizes for your top achievers.

Hot Jobs, Inc. recruiters work closely with both clientele and candidates to create a successful placement by identifying, screening, as well as helping with retention according to the clientele’s personnel needs. We service the Roaring Fork Valley and surrounding areas including Glenwood Springs, Basalt, Aspen, New Castle, and Rifle, with our corporate headquarters located in Carbondale, Colorado.

Intro to HotJobs Personnel: 6 Free Hours!

I wanted to share a special offer for HR Managers as on introduction to our personnel services for our Western Slope associates. Our firm, “Hot Jobs”, has been hiring temporary and temp-to-hire personnel for Colorado clients since 2008 at our corporate headquarters in Carbondale, CO. We would like to provide a one time offer of six hours of free personnel on one completed 40-hour work week by a new employee. Call me directly on any project or temp-to-hire personnel needs you may have to redeem this offer for new clients.

I can be reached directly at our Carbondale office: 970-963-2647.

Our firm looks forward to being of service.

Sincerely,

Kathryn Consoli
President/Certified DBE
“Hot Jobs”
A Division of TTP, Inc.
0326 Hwy 133 Suite 20
Carbondale, CO 81623
970-963-2647 Phone
www.970hotjobs.com

Hot Jobs, Inc. recruiters work closely with both clientele and candidates to create a successful placement by identifying, screening, as well as helping with retention according to the clientele’s personnel needs. We service the Roaring Fork Valley and surrounding areas including Glenwood Springs, Basalt, Aspen, New Castle, and Rifle, with our corporate headquarters located in Carbondale, Colorado.

Creating an Effective Cell Phone Policy for Your Workplace

Determining when it is acceptable for your employees to use their personal cell phones in the workplace, and when it is not, requires a careful balancing act.

On the one hand, employers do not pay employees to converse with friends and family. On the other hand, a cell phone policy generally should not be so restrictive as to prohibit all uses of a personal cell phone. Employees may need to check in on their children, for example, or may need to attend to important personal matters during business hours, such as doctors or pharmacists.

Employers should take the time to communicate their expectations regarding appropriate employee conduct to all employees. Workplace policies should be expressed as clearly and unambiguously as possible, should not discriminate against any employee or group of employees, and should be applied consistently and fairly to all.

Here are some policies that might help create consistent and fair policies for your workplace.
1. Employees should make personal cell phone calls during break or lunch times to the maximum extent possible.
2. Frequent or lengthy phone calls are not acceptable as they may adversely affect the employee’s productivity and disturb others.
3. Employees should be encouraged to use common sense when making or receiving personal cell phone calls at work. For example, employees should speak quietly and reserve personal or intimate details for non-work hours.
4. Personal cell phone use, even when permitted, must never include language that is obscene, discriminatory, offensive, prejudicial or defamatory in any way (such as jokes, slurs and/or inappropriate remarks regarding a person’s race, ethnicity, sex, sexual orientation, religion, color, age or disability).
5. Personal cell phones generally should not be used for business-related purposes unless a business-provided phone is not available.
6. Employees should turn off ringers or change ringers to “mute” or “vibrate” during training, conferences and the like; when meeting with clients or serving customers; and if an employee shares a workspace with others.
7. The use of cameras on cell phones during work time is prohibited to protect the privacy of the employer as well as of fellow employees.

Hot Jobs, Inc. recruiters work closely with both clientele and candidates to create a successful placement by identifying, screening, as well as helping with retention according to the clientele’s personnel needs. We service the Roaring Fork Valley and surrounding areas including Glenwood Springs, Basalt, Aspen, New Castle, and Rifle, with our corporate headquarters located in Carbondale, Colorado.

Mixing Things Up at Work for Summer Season

Now that summer has arrived, it might be a good time to mix things up at work. No one wants to be cooped up at work all day long, especially when the sun is shining. Here are a few ways interactive activities that stimulate your employees, so they’ll be re-energized and ready to take on their to-do list.

PLAN AN OUTDOOR RETREAT
A weekend hiking trip or overnight at a cabin in the woods is the perfect time to strengthen your team and brainstorm ideas for the next fiscal year. Getting employees out into nature provides the opportunity to breath fresh air and develop fresh ideas.

HAVE A CHANGE OF SCENERY
Don’t stay in the office every single day, especially with the nice weather. Have a team outing such as eating lunch in the park or going to a local event. There are lots of activities during the summer so check your city’s events calendar for things to do.

KICK OFF WITH AN AFTER WORK POTLUCK
Ask everyone to bring a snack or treat to share. This gives employees something to look forward to and brings a little excitement to the day. Try doing this each summer month on a day that is convenient for everybody.

CREATE A VOLUNTEER DAY
Summer is the perfect time to give back to your community. This will help everyone get out of the office for a day and re-energize employees by doing great work for others. You can all volunteer together at your local homeless or animal shelter—just make sure no one has a puppy allergy before you do this.

Activities like these can help boost employee morale, spark productivity and ensure employee retention. The last thing you want is employees bored at work, which happens often in the summer months. So if you want to snap your employees back into gear, these activities are worth a try.

Hot Jobs, Inc. recruiters work closely with both clientele and candidates to create a successful placement by identifying, screening, as well as helping with retention according to the clientele’s personnel needs. We service the Roaring Fork Valley and surrounding areas including Glenwood Springs, Basalt, Aspen, New Castle, and Rifle, with our corporate headquarters located in Carbondale, Colorado.

Things Managers Should Never Ask Employees to Do

In the United States, unless you have an employment contract, a manager can require an employee to do just about anything that’s legal. But, should they? It’s important to consider exactly what you’re asking before putting an employee in a difficult situation. Here are four things that a manager should never ask an employee to do.

1. Anything You Wouldn’t Do
Let’s talk about cleaning up dirty messes. They are unpleasant tasks, and you likely have maintenance services or building staff to take care of them. But what happens when you are stuck with a mess in the middle of the workday and that service or staff can’t take care of it? If there is someone who has that duty as part of their job description, fabulous. If not, you have to assign it. Don’t assign work like that out if you aren’t taking your turn. Sooner or later, in a small business, everyone has to do gross things. The boss gets to do it first, otherwise, don’t ask your employees.

2. Cancel a Vacation
Sometimes the world comes to an end, and you truly do need all hands on deck. However, most crises are caused by a lack of planning. Don’t ask an employee to cancel a pre-planned vacation, especially if there are other friends and family members counting on that person, and they have purchased tickets. Sure, if Bob asked if he could take Tuesday off to clean out his basement, it’s okay to ask him if he can take Wednesday instead, but otherwise, vacation time is a sacred time. It’s part of the compensation package, so don’t require an employee to cancel.

3. Work Off the Clock
This one should be obvious, but it’s not. So often managers are required to reach certain payroll targets, and they get punished for authorizing overtime, for instance. It means that a manager can be tempted to tell employees to clock out and then finish mopping up for the night. Don’t do this. Not only is it illegal—all of your non-exempt employees must be paid for every hour worked—it makes your employees bitter and angry. Not a good idea.

4. Work While Truly Sick
Yes, if you sent everyone with the sniffles home, everyone would be out of sick days by January 10, but for illnesses with fevers, vomiting, or other contagious conditions, let your employee recover. This is especially true in food service, which is notorious for not allowing sick days. If you force employees to come into work while sick, they will spread the germs, and everyone else will get sick too. Send them home; they’ll recover, and the rest of you will avoid the newest plague (hopefully). Good managers let employees use sick time (and provide sick time in the first place).

Hot Jobs, Inc. recruiters work closely with both clientele and candidates to create a successful placement by identifying, screening, as well as helping with retention according to the clientele’s personnel needs. We service the Roaring Fork Valley and surrounding areas including Glenwood Springs, Basalt, Aspen, New Castle, and Rifle, with our corporate headquarters located in Carbondale, Colorado.

2010-19 © Hot Jobs, Inc. All Rights Reserved