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The Benefits and Pitfalls of Outsourcing Human Resources, Insurance and Payroll

August 21st, 2012

 

With the RIGHT Partner, you get Large Company HR, Insurance and Payroll Power at a fraction of the normal cost.

So what does the Right partner mean?  Not a Call Center. Beware of Call Centers!!!! This is a common model among PEO’s and some of the large Outsourcing Companies who are great at selling  and bad at delivering the Services promised.

Of late, some Outsourcing Companies are shipping the ‘call centers’ overseas.  This is not a good solution and  we need to keep  the jobs in the US.


When done well, HR, Payroll, Recruiting and Insurance can work as a business advantage.  When done poorly, it leaves you open to Lawsuits, incorrect Paychecks (unhappy employees) and incorrect Insurance coverage.

Ask to meet your Service Team.  Ask the Service Team about their relevant work experience and qualifications in HR, Insurance and Payroll.

Read the fine print…Long Contracts with small print are not written in your favor or to protect you.

HRO has a Single Page Contract with no small print.  We do what we say we will do, without reservations.

Benefits of Outsourcing HR Payroll and Insurance Services

  • Significant reduction in costs and overhead
  • Efficiency in Data Management
  • Frees up  additional time and resources to grow your  Business
  • Access to high level HR, Payroll  and Insurance Resources
  • Speed of issue resolution
  • Adaptable and scalable

HRO offers À la Carte Service …you select the Services you need.  As your needs change, we FLEX the services provided.

HRO takes pride in our “Client First” philosophy and Tailors our Services to meet your needs.

We provide both ‘On Site’ and ‘On Call’ HR Support.

Our model includes Full Outsourcing and partial outsourcing of HR, Insurance and Payroll.

HRO takes the time to get to know your Company and creates a Plan to address your specific needs.

HRO encourages networking and business development within our select and successful Client Group.

Join the HRO Family Today www.theHRO.com

 


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New ‘No-Cost Sharing Guidelines’ will provide Women with access to ‘Preventative Care’

August 2nd, 2012

The guidelines adopted by the Department of Health and Human Services (HHS) for Women’s Preventative Care Services became effective on August 1, 2012. The new Women’s Preventative Services guidelines are part of the Health Care Reform and were put into place to ensure that every woman has access to the necessary preventative care health services without cost-sharing. The changes become effective at the first renewal after August 1st.

Services that were once subject to copayments, a plan’s deductible, or other forms of cost-sharing, have now eliminated cost-sharing for certain preventative care services for women. These preventative services include:

• Well-woman visits
• Screening for Gestational Diabetes
• Human Papillomavirus (HPV) DNA testing for women 30 years and old
• Sexually Transmitted Infections (STI) counseling, and HIV screening and counseling
• FDA-approved contraception methods and contraceptive counseling
• Breastfeeding support, supplies, and counseling
• Domestic Violence Screening and Counseling

For more information, please contact your HRO HR Consultant.

Disclaimer: The information provided on this website is not intended as advice or guidance to any visitor to our site. If you are a Client of HRO, please consult your HRO Client Manager for guidance relating to your particular situation. This article is not intended to be, and should not be considered, Legal advice or guidance. You should consult an Attorney for Legal advice. HRO only provides guidance and support to Clients.


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Should I Buy Facebook Stock?

February 2nd, 2012

This was a question I was asked yesterday evening at a CEO forum on “Managing a Changing Organization”.

Why was this such a great question?

Some Background.

The only constant is Change. Many of the major decisions we make in life are based on emotion and not based on a thorough and logical analysis of the elements of the decision to be made. For example marriage, buying a house, buying a car and buying STOCK.

Before we buy stock, we look at the numbers and the trends. In the .com boom, HRO was engaged by ‘many would be acquirers’ to look at the Management Team of the potential acquisition and make an assessment of the skill level of the Management team and their skills and abilities to lead a growing Company in the future. In many cases the target Company was not ‘revenue generating’ or was in a loss making situation. These Companies were ‘selling the dream’ of huge potential growth and wealth. Sound familiar? (more…)


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Holiday Parties

December 13th, 2011

It is that time of year and Holiday Parties are in full swing. If you are organizing a Holiday Party, just remember that alcohol can be a deadly enemy. Drinking and driving, misbehavior and alcohol overindulgence are problems which very often need to be dealt with after the Holiday Party is over. There can be tragic consequences. A little planning can go a long way in avoiding these issues and the resulting impact on the workplace.

Some tips to keep everyone safe;

1. Avoid subsidizing or providing free Alcohol.

2. Do subsidize or provide free food.

3. Have events ‘off Company property’ or seek Special Event Insurance if the party is on-site.

4. Early evening events are best for Safety.

5. Inviting Partners is a good idea.

6. For evening events, provide transportation…taxis are a great idea in populated areas. Find alternative transport for less populated areas.

7. As an organizer you need to monitor the party to ensure that nobody embarrasses themselves or someone else. This needs to be taken seriously and an appropriate number of ‘gentle monitors’ need to be in place. A Holiday Party needs to be fun for everyone.

Organization of a Holiday Party is a serious matter and needs to managed carefully to avoid embarrassment and tragedy.

Please consult with your HRO HR Manager and let’s have a great Holiday Season and even better 2012.

Happy Holidays to our Clients and Friends


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Press Release: HRO Announces The 2012 Executive Training Program for Chief Executive Officers

November 22nd, 2011

HRO announced today that it will continue to offer the CEO Executive Training and Coaching Program in 2012. According to a Company spokesperson, HRO has a select group of CEO’s who register for this program each year. This program provides CEO’s with individualized Coaching and Support in Managing the Human aspect of an Executive team and Board of Directors. The program is by invitation only and has been fully subscribed for each of the past 10 years; since the initial launch in 2001.


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Workers Compensation….. Monopolistic States

November 21st, 2011

Monopolistic States require that Workers Compensation Coverage is provided exclusively by the State’s Designated Workers Compensation program.

Insurance through private insurance companies is not allowed. There is no open market within the monopolistic States; Ohio, Washington, North Dakota, Wyoming.

Contact your HRO Insurance Specialist for further information or email HRO under our ‘contact us ’ page on the main site.


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Health Savings Account (HSA) Changes for 2012

November 18th, 2011

Annual contribution limitation
For calendar year 2012, the annual limitation on deductions for an individual with self-only coverage under a high deductible health plan is $3,100.

For calendar year 2012, the annual limitation on deductions for an individual with family coverage under a high deductible health plan is $6,250.

High deductible health plan
For calendar year 2012, a “high deductible health plan” is defined under § 223(c)(2)(A) as a health plan with an annual deductible that is not less than $1,200 (no change from calendar year 2011) for self-only coverage or $2,400 (no change from calendar year 2011) for family coverage, and the annual out-of pocket expenses (deductibles, co-payments, and other amounts, but not premiums) do not exceed $6,050 for self-only coverage or $12,100 for family coverage.

Effective date:
This revenue procedure is effective for calendar year 2012.


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Insurance Contracts

October 19th, 2011

A Contract of Insurance is a contract of Utmost Good Faith (Latin ‘Uberrimae Fidei’). What this means is that the Insured has an obligation to disclose facts material to the risk being insured. If you fail to disclose material facts, the Insurer may decide to cancel the Contract because of such failure. ‘Consensus ad Idem’ (see our post from October 7th, ‘Law of Contract’) was absent because of the failure to disclose material facts.

The Insurer may return the full premium and cancel the contract retroactively to the commencement date or just deny the part of the claim impacted by the lack of material information. What constitutes a material fact is the $64,000 question. For example lying about your age in a Life policy may result in a different payout for a covered death; the payout may be based on the coverage that could have been purchased for the actual premium paid. Lying about one’s age may not nullify the contract but failing to disclose a terminal illness would most probably result in repudiation of the contract.

Disclaimer: The information provided on this website is not intended as advice or guidance to any visitor to our site. If you are a Client of HRO, please consult your HRO Client Manager for guidance relating to your particular situation. This article is not intended to be, and should not be considered, Legal advice or guidance. You should consult an Attorney for Legal advice. HRO only provides guidance and support to Clients.


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Employment Offer Letters | Law of Contract |The Fundamentals of CCC Flip

October 7th, 2011

Over the last few months we have received many questions on Employment Offers.
Should there be a written offer and how does this relate to Employment-at-Will?

Back to Basics: We enter into agreements on a regular basis and some are more significant than others. Agreements often require action by both parties; this is a general description of a Contract. ‘I will do something for you’ if ‘you do something for me’. The terms of a Contract relate to what, how and when this will be done.

So does a Contract have to be in writing? Generally NO.
The reason we put a contract in writing is to be clear as to the obligations and rights of each party and in today’s litigious society; to protect our position.

The Basics of Contract Law is :CCC FLiP (the ‘i’ is silent)

Consensus: There needs to be a general agreement or understanding as to the terms of the contract.
The full description is ‘Consensus ad Idem’ or the “meeting of the mind’s”.

Consideration: Something of value for the goods or services being offered.

Capacity: You must be of legal age and have the mental capacity to enter into a contract.

Formality: Generally a contract does not have to be in writing. Some contracts require a specific format.

Legality: Contracts for stolen goods or illegal purpose are ‘null and void’.

Privity: A contract cannot confer rights or impose obligations on any person or agent except the parties to it. This is more complex because contracts can be for the benefit of a third part, not strictly a party to the contract; perhaps a beneficiary to same. (more…)


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What Happens to FSA Contributions When You Leave Employment?

August 25th, 2011

If you choose to participate in FSA under COBRA, you may continue to contribute to the FSA Plan and you will be able to exhaust all available funds up to your annual election for Medical Reimbursement and up to your ‘dollar contribution to-date’ for Dependant Care; as long as you remain on COBRA.
Please note that COBRA FSA contributions are not pre-tax.

If you choose NOT to elect COBRA, you will not have access to your FSA for post termination expenses. You have 90 days from your termination date to submit requests for reimbursement of expenses incurred ‘up to your termination date’ (subject to provisions outlined above).


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