Author: counterpoint1

Work Opportunity Tax Credit: What You Need to Know

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If you’re not familiar with the Work Opportunity Tax Credit (WOTC), you might be missing out on an opportunity to attract and retain top talent, while also enjoying significant tax savings. The WOTC is a tax credit available to employers who hire individuals from certain target groups who have consistently faced barriers to employment. These groups include veterans, individuals with disabilities, ex-felons, recipients of certain public assistance benefits, summer youth employees, vocational rehabilitation referrals, and more.

The WOTC was established by the Small Business Job Protection Act of 1996 and has been extended multiple times since its inception. By offering tax incentives to employers who hire individuals from these target groups, the WOTC not only benefits employers, but also helps to create economic opportunities for individuals who need them most.

What’s In It for You

The WOTC has the potential to provide significant tax savings for employers. The credit available ranges from $2,400 up to $9,600, depending on the targeted group and qualified wages paid to the new employee generally during the first year of employment. Generally, the credit is 40% of qualified first-year wages for individuals who work 400+ hours in their first year of employment. This can result in substantial savings for businesses of all sizes, resulting in funds that can be reinvested in the company.

Aside from the financial benefits, the WOTC offers employers the chance to contribute positively to their communities by fostering economic empowerment for individuals from diverse backgrounds.

How it Works

To take advantage of the WOTC, employers must apply for and receive a certification verifying the new hire is a member of a targeted group. This can be accomplished by completing IRS Form 8850, together with ETA Form 9061 or ETA Form 9062, and submitting them to the state workforce agency in which your business is located within 28 calendar days after the new hire’s start date. After the required certification is secured, taxable employers claim the WOTC as a general business credit against their income taxes, and tax-exempt employers claim the WOTC against their payroll taxes. Read more from the Department of Labor.

While the process requires additional administrative effort, the potential tax savings and positive impact on communities make it well worth the investment.

How You Can Benefit

Don’t miss out on the opportunity to benefit financially from the WOTC while also making a meaningful difference in the lives of individuals facing barriers to employment. Counter Point has a solution to automate WOTC administration. This tool will identify eligible employees, apply for tax credits, while alleviating the burden of administration and compliance. 

Schedule a call to learn more.

HR Attorney vs. Consultant: Which is Best for Your Business?

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Business leaders within small companies continually strive to do more with less. One area in which corners cannot be cut is compliance. When resources are limited, you may be wondering what solution is better to meet all obligations – seek help from an HR attorney or an HR consultant. Both play significant roles in managing and advising on HR matters, but they have distinct functions, expertise, and responsibilities. Here’s a breakdown of their differences:

HR Consultant

Roles and Areas of Expertise:

  • HR consultants provide advice on HR best practices, policies, and procedures. They often help organizations develop and implement effective HR strategies.
  • They typically possess extensive knowledge in various HR areas such as recruitment, employee relations, performance management, compensation and benefits, training and development, and organizational development.
  • HR consultants are often brought in for specific projects such as restructuring, change management, employee engagement surveys, or to address specific HR challenges.
  • While they provide guidance on compliance with labor laws and regulations, they do not offer legal advice or represent clients in legal matters.

Typical Services:

  • Designing and implementing HR policies and procedures.
  • Conducting HR audits and assessments.
  • Developing and delivering training programs.
  • Advising on talent management and succession planning.
  • Assisting with organizational development and change management.

HR Attorney

Roles and Areas of Expertise:

  • HR attorneys provide legal advice on employment and labor law matters. They ensure that organizations comply with federal, state, and local employment laws and regulations.
  • They have in-depth knowledge of legal issues related to employment, including discrimination, harassment, wrongful termination, wage and hour laws, employee contracts, and labor relations.
  • HR attorneys represent organizations in legal proceedings, such as lawsuits, arbitration, and negotiations with unions. They can draft and review legal documents, represent clients in court, and handle disputes.
  • They help organizations mitigate legal risks by advising on the legal implications of HR decisions and policies.

Typical Services:

  • Providing legal counsel on compliance with employment laws and regulations.
  • Drafting and reviewing employment contracts, handbooks, and policies.
  • Representing clients in employment-related litigation and disputes.
  • Conducting workplace investigations and advising on disciplinary actions.
  • Advising on labor relations and collective bargaining.

Who Will It Be?

Whether an HR attorney is better than an HR consultant depends on the organization’s needs and circumstances. An HR attorney is better when dealing with legal disputes, complex legal issues, high-risk situations, and ensuring strict compliance with employment laws. On the other hand, an HR consultant is better suited for strategic HR initiatives, operational efficiency, and general HR management. They provide valuable insights into HR best practices and help organizations develop and implement effective HR strategies. 

We’ll call this match up a tie. In most cases, organizations benefit from leveraging both HR attorneys and HR consultants. To learn more, schedule a call with a Counter Point HCM Consultant.

Cash Balance Pension Plans: Are They Right for Your Business?

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Counter Point’s Senior HCM Consultant, Ron Lustberg, recently sat down with Steven Puckett of Fiduciary Pension Partners and Denise Herrick of SNAP TPA LLC for a brief, yet informative webinar to discuss a retirement plan and plan design that brings maximum benefits to business owners. With Cash Balance Pension Plans, employees have the opportunity to put away more money for retirement than with traditional 401k plans. The benefits of a Cash Balance Pension Plan vs. a traditional benefit plan include:

  • A significant tax advantage over profit-sharing plans
  • No contribution limits
  • Money can be taken out in the form of a monthly annuity or cash out as a lump sum payout
  • Ability to roll over to existing 401k or profit-sharing plan, or IRA
  • Manageable administrative burden – similar to that of a 401k plan

Learn more about Cash Balance Pension Plans, the benefits, and plan design considerations. Click here to access the 15-minute webinar.

Considerations for Hiring Seasonal Employees

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Every year as summer approaches, many businesses look to meet heightened demand during their busy season by hiring seasonal employees. Others seek to employ college students who are on break as a way to build their talent pipeline and help augment their workforce. Whatever the reason, bringing on temporary workers comes with challenges and considerations. Here is what companies need to know when hiring seasonal staff.

Interns

Communicate salary expectations with prospective interns, clarifying whether the position is paid or unpaid, and if there are additional benefits such as stipends or bonuses. Outline compensation details, including hourly rates or fixed amounts, ensuring interns understand their financial arrangements before accepting the position.

Ensure the intern understands the role by providing clear expectations and goals, and by outlining responsibilities. Determine whether the internship is part of the intern’s educational program. If so, you may be required to include integrated coursework or receipt of credit. Foster a supportive environment that promotes growth, learning, and professional development, while also protecting their rights. While internships are a great way to scout future talent, be sure to communicate there is no guaranteed employment following an internship. 

Worker Classification

Just like with permanent employees, you need to assess if your seasonal staff are independent contractors or employees based on labor law guidelines. Classification of employees determines their pay structure and eligibility for overtime.

Employees classified as exempt must be paid on a salary basis and are not entitled to overtime pay. Employees classified as non-exempt (hourly) do not pass the duties test and must be paid overtime based on 40 hours in a workweek (in most states). 

Minimum Working Age

Be aware of both the FLSA rules and their state’s laws whenever employing people under 18 years old. As a general rule, the FLSA sets 14 years old as the minimum age for employment and limits the number of hours worked by minors under the age of 16.

Health Benefits

Seasonal workers aren’t typically offered company health insurance, 401(k), or other benefits you’d normally extend to your full-time employees. When it comes to ACA and determining whether you are an applicable large employer (ALE) with 50 or more full-time employees, it’s important to understand the definition of a seasonal employee. To be classified as an ACA seasonal employee, the duration of the employment is six months or less and the job is performed around the same approximate time each year.

Time Off Policies

Finally, make sure seasonal workers have your handbook/time off policy and understand how to request it. Be aware of state-mandated sick leave, which applies to seasonal and part-time workers as well. 

Are you hiring seasonal employees? Whether you’re looking to bring on board temporary or permanent, full-time staff members, we can help. Contact us today.

What Makes Our HCM Technology Special?

Posted on by counterpoint1

Updated December 17, 2024

Industry Analysts Weigh In

When vetting payroll and HCM solutions to support your business, it’s in your best interest to seek out third-party validation. Customer review sites and industry analyst reports like those published by Sapient Insights, NelsonHall, iSG, and Nucleus Research provide an unbiased assessment of providers to help with the selection process. 

isolved, our HCM technology partner, is regularly recognized by independent firms evaluating the HCM space. Here are just a few of the significant accolades our platform has recently received.

Leader in Payroll

Providing accurate and timely payroll isn’t only required by law, it’s also critical to employee retention. A payroll solution that is intuitive and reliable is essential to maintaining an engaged and productive workforce.  

Analyst group NelsonHall gives insight into the capability of vendor software and services, identifying vendors that excel across a wide spectrum of criteria. isolved was acknowledged as a Leader and second overall in its Vendor Evaluation & Assessment Tool (NEAT) evaluation of payroll providers.

Leader in Core HR and Talent Management

iSG, a leading global technology research and advisory firm, recently released its Provider Lens evaluation for HCM. In its report, isolved was named a Leader in Core HR plus Talent Management for the small to mid-market.

Here are a few of their takeaways about isolved: Continuous customer listening as part of product innovation, differentiated industry focus spanning many verticals, and advanced analytics.

#1 in Adoption

Sapient Insights’ Annual HR Systems Survey includes input from verified customers who utilize HR software. Its 27th edition found that isolved is the top single solution in SMB payroll adoption, for the third year in a row.

isolved was recognized among the top five providers for user experience in nine distinct product categories, tailored for small and medium-sized businesses. Additionally, mid-market organizations find isolved highly scalable, with top satisfaction ratings in payroll, benefits, onboarding, and time.

The takeaway: Customers and vendors alike, from small businesses to mid-market enterprises, consistently rank isolved as their top choice.

Applauded for Value

Within its Nucleus Research’s 2023 HCM Value Matrix, isolved was recognized as a Facilitator for its ability to enable businesses to implement the features that they need when they need it, avoiding the cost and complexity of capabilities that do not fit their current requirements.

Finally, isolved made its debut in the Forrester Wave in 2023. In its 28-criterion evaluation of HCM providers, Forrester identified the 11 providers that matter most, evaluating them as Leaders, Strong Performers, Contenders, and Challengers. In it, isolved was named a Strong Performer for HCM.

These accolades mean that when you choose Counter Point as your payroll and HCM partner, you gain access to top-notch support and an award-winning, industry analyst-recognized HCM platform. Schedule a call with us to discover what the buzz is about!

The FTC To Ban Non-Competes

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What You Need to Know

On April 23, 2024, The Federal Trade Commission (FTC) announced its Final Non-Compete Clause Rule that would prohibit the enforcement of most non-compete agreements between employers and their workers. 

The rule makes it a violation of federal antitrust laws for employers to enter into non-competes with workers (including employees and independent contractors) on or after the rule’s effective date. Existing non-competes with senior executives may remain, but those with other workers are not enforceable after the effective date.

Senior executives are defined as workers who earn more than $151,164 annually and who are in a “policy-making position” which is defined as:

  • A business entity’s president, chief executive officer, or the equivalent.
  • Any other officer of a business entity who has policy-making authority.
  • Any other natural person who has policy-making authority for the business entity, similar to an officer with policy-making authority.

When This Will Happen

The final rule will take effect 120 days from the date of publication in the Federal Register, which means it could be in place as soon as late August.

While most feedback received by the FTC has been favorable, the rule change is facing significant pushback. It is expected to be challenged by trade associations and businesses across the country. The appeals process may take 12-18 months before the Supreme Court issues a final ruling.

What This Means and What You Should Do Now

Non-competes are widespread. It is estimated that approximately 1 in 5 U.S. workers are affected, or about 30 million workers total. If you have a non-compete policy in place, under this new law it will no longer be valid. If you are hiring someone who has a non-compete in place, it will also no longer be valid.

Here’s how you should respond:

  • Determine which current and former employees are impacted and be prepared to send notices once the law takes effect. 
  • Create a plan to secure confidential and privileged company information. Have your employees review confidentiality policies on an annual basis and educate them on what conduct they need to follow through training and communications.
  • Consider how, and if, the company should use non-disclosure, confidentiality, and non-solicit agreements to protect the business.
  • Keep up to date on any changes and requirements. We will continue to monitor this rule and alert you.

For help with this or other compliance-related concerns, schedule an appointment with us today.

Predictive Scheduling and the Workplace

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Add a shift or lose your job.

Sadly, many workers are faced with this dilemma on a regular basis due to unpredictable scheduling practices.

On-call, just-in-time, or tentative scheduling means that an employee could be called to work a shift, or asked to stay late, without adequate notice. Most commonly used in the retail, food service, restaurant, and hospitality industries, these practices are desirable to many employers, but take a toll on workers who must juggle the demands of their personal life and an erratic work schedule.

A large percentage of the workforce is affected. According to a recent study of nearly 30,000 hourly workers in large U.S. retail and food service chains (known as the “Shift Project”), 63% of respondents received less than two weeks’ notice of their work schedules.

An End to America’s Scheduling Crisis

The Fair Workweek initiative seeks to put an end to these practices and what they have labeled “America’s scheduling crisis.” Across the country, states are adopting predictive scheduling laws, a result of the Fair Workweek movement.

Laws vary by jurisdiction, but generally include:

  • Schedules must be posted before the first scheduled shift (generally 7-14 days)
  • Extra pay must be provided to workers if an employer changes the schedule after it is posted, what is known as “predictability pay”
  • Employees need adequate time off between shifts unless the employee volunteers to work during the rest period
  • Employers must keep scheduling records for a certain time period

The Impact of COVID

The COVID crisis has had an impact on many employment laws, including those related to predictive scheduling. The industries these laws affect are among the hardest hit sectors of the pandemic.

The crisis delayed some laws from becoming enacted, including those in Philadelphia and Chicago. It has also affected the enforcement of these laws. While some contained an exception for threats, natural disasters, and pandemics, others were up for interpretation. 

Technology Eases Fair Scheduling Requirements

Workforce management technology helps organizations create predictable, balanced schedules. Robust shift and scheduling features, like Counter Point’s Scheduling, will become important as employers need shift tracking functionality to comply with these laws. 

The technology behind this feature helps employers draft and post schedules, receive notifications of change requests, with the ability to approve or reject. Workers are notified of schedule changes, can adjust their availability, pick up or swap shifts.

To learn more about Scheduling, schedule an appointment with a Counter Point HCM Consultant today.

How Self-Service Simplifies HR Processes 

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In today’s fast-paced business environment, organizations are continually seeking ways to enhance efficiency and improve employee satisfaction. One significant advancement in this direction is the adoption of self-service in human capital management (HCM). 

Self-service tools empower employees by giving them direct access to HR-related information and tasks. In fact, according to a survey of over 1,100 full-time employees conducted by our technology partner, isolved, 71% said they want self-service capabilities for HR, benefits, and payroll tasks. 

Self-service also streamlines HR processes for the employer, making them more efficient and cost-effective. We explore the benefits of self-service for both the employer and the employee.

Enhanced Efficiency and Convenience

One of the most notable benefits of self-service in HCM is the empowerment it provides to employees. With self-service portals, employees can access their personal information, payroll details, benefits, and other HR-related data at any time. This immediate access to information eliminates the need for HR to answer repetitive questions from employees, saving time for everyone involved.

With self-service tools, employees can perform many tasks including updating their personal information; accessing paychecks online; viewing and printing federal and state withholding forms, as well as bank account information; managing benefits, completing online learning, requesting time off, and more. 

Improved Communication and Transparency

Self-service tools significantly improve communication and transparency within an organization. Receiving immediate responses from HR keeps employees informed and helps in build trust between them and the organization. 

The autonomy that self-service tools provide not only enhances the employee experience but also fosters a sense of ownership and responsibility. When employees can manage their own HR tasks, they feel more in control of their work-life balance and career progression, leading to higher job satisfaction and a more engaged and motivated workforce.

Streamlined Processes and Better Decision-Making

Thanks to automated workflows, self-service tools ensure that processes like payroll, leave management, and benefits administration are completed efficiently and with minimal human intervention. Real-time updates mean that any changes made by employees are immediately reflected in the system, ensuring that information is always up-to-date.

For employers, the data collected through self-service portals provides valuable insights for better decision-making. Analytics and reporting tools can help HR and management identify trends, address issues proactively, and make informed decisions about workforce management. Trend analysis and data-driven insights contribute to a more strategic approach to HR, aligning with the organization’s overall goals.

Boosted Data Accuracy and Security

Another crucial advantage of self-service in HCM is the improvement in data accuracy and security. When employees are responsible for entering and updating their information, the chances of errors decrease. Employees have a vested interest in ensuring their data is accurate, which leads to fewer discrepancies and more reliable HR records.

Self-service tools come with robust security measures to protect sensitive employee data. Advanced encryption and access controls ensure that personal information remains secure, providing peace of mind to both employees and employers.

Self-service provides many benefits that enhance both employee satisfaction and organizational efficiency. Request a call today to learn how it can benefit your organization.

Remote Attendance Policy Dos & Don’ts

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Creating an attendance policy is essential for every business. It establishes expectations for working hours, attendance, and paid time off. It’s easier to uphold such a policy when you’re able to see the productivity within the office. But what about when you now have a remote team?

A remote working option can be beneficial to employees as much as employers, as long as there are clear expectations and guidelines. Which is why having a solid attendance policy is key to success. 

Flexible schedules and a greater work-life balance is very appealing. For managers however, it comes with its own set of challenges. Monitoring if schedules are being followed, if remote employees are “showing up” during the workday, and if productivity is high are all crucial assessments for success. 

In this article we address the importance of creating an attendance policy for your remote team. 

Tips For a Time & Attendance Policy for Remote Teams

As flexibility within the workplace continues to increase, your workforce may contain a mix of in-person and hybrid teams. Strict adherence to attendance policies will help enable communication between co-workers, as well as efficient productivity.

Clearly outlining what’s expected of your employees will better equip managers for handling situations when employees fail to adhere to these guidelines.  

Detailing everything related from:

  • Working hours
  • Attendance
  • Paid time off
  • Time tracking

Establish Clear Working Hours and Expectations

Remote employees are said to work 1.4 more days per month than in-person employees.  This can lead to an overworked and burnt-out team. Clear expectations of working hours should be set not just to make sure employees are working enough but to make sure they aren’t overworking themselves either.

A best practice is to mirror the regular in-office work day, which is typically 9am-5pm. If you value work-life balance, there should be an expectation of a set number of hours employees are expected to work. 

Maintain An Attendance Policy

Managers do not have the option to pop into someone’s office and inquire about projects when working with remote teams. It is important to implement an attendance and availability policy. 

You shouldn’t feel like you’re hunting down employees by sending numerous emails and messages, waiting for replies and updates. Make sure everyone knows when to be available and how to communicate. Additionally, employees should be aware of the approval process for taking time off from work. Employees can’t simply use a slow day “working from home” to disappear for the day. 

When working from home, employees should still be entitled to personal and sick days, but an approval process should be in place. The ability to prepare for when an employee will be absent from the day will help others to fill in the gaps. 

Provide Time Tracking Guidelines

All employees should understand how to track their working hours and guidelines should be given for:

  • How employees should track their time
  • When employees should submit their tracked time
  • What to do if employees are working outside of their scheduled working hours
  • Employees should be made aware of any repercussions due to falsified information

Time and labor management technology allows for accurate payroll, ensuring employees are correctly paid for the time they work.

Avoid Workforce Management Problems

Businesses have been using time and attendance policies for years and implementing such guidelines are essential for employee and companywide success. Streamlining these processes, even if they need to be updated, will help remote employees manage their time and productivity. Managers can eliminate any confusion or problems within the workforce by enforcing these policies and ensuring everyone understands the requirements. 

Need Help with Time and Attendance Within Your Business? Request a call today!

How to Build a Productive Remote Team

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There are many benefits to having remote teams. Remote workers are more likely to be satisfied with their jobs. They are often saving money on commuting, tolls, and lunch. They have more flexibility in their schedule, creating a sense of happiness. Happy employees are believed to increase efficiency and overall company morale. 

It is important however, to keep remote workers focused and productive. Building a productive team can seem difficult at times. Trying to achieve the same goals when everyone is in a different location, can certainly present more challenges. 

What’s the best way to keep on top of your remote teams for optimal performance? Here are some tips to build a productive remote team:

Communicate Often

Having strong communication in place is key for any successful team. There are a variety of project management and communication tools available that will allow you to check in with employees and chat in real time. 

Although there are several platforms like email, phone calls, video calls, and other means of communication, it’s important not to make your employees feel micromanaged. Even more so, you don’t want your employees distracted by constant messaging that they aren’t being productive completing tasks.  

Try simplifying your communication methods by putting a process in place:

  • Urgent communication should be done via a messenger platform
  • Anything that doesn’t need immediate attention should be done via email
  • Video calls and check ins should be scheduled at specific times

This will also help your employees structure their day accordingly. 

Foster Employee Relationships

Although there are many positives to working remotely, employees do miss out on certain in-person interactions they would get within an office environment. There is no meeting around the water cooler to catch up with co-workers. This might be great for time management, but humans need interaction; we need connection. 

Be sure to schedule one-on-one meetings with your employees. Check in with them on a personal level. How are they doing? What was something they did over the weekend? These kinds of personal interactions can be highly motivating for remote teams. Making them feel a part of the team and socially connected with their peers will make them less likely to feel isolated. 

Having scheduled team meetings for employees to be able to check in with one another is also important. Give each employee time to discuss what they are working on, if they are feeling stuck, or just to brainstorm ideas. These are all important ways to build a strong culture even with remote employees. 

Invest In Your Team

Great managers take the time to invest and continually train their employees. Learning is critical for personal and professional growth. As businesses focus on work-life balance, learning management plays an essential role in achieving long-term goals.

Investing in tools to train your remote employees gives them the opportunity to take online courses on their own time without having to complete anything in person. 

Build A Productive Team

Building a productive remote workforce takes strong communication, healthy employee relationships, and a commitment to investing in your team. While a flexible working has its perks, it can be a difficult transition if an employee is not used to it. Isolation and minimal human interaction can leave an employee feeling disconnected from their job. These tips can keep them focused and excited for their day.