A Gallup report reveals that only 12% of employees strongly agree that their organization does a great job onboarding new employees. And the impact of this failure on retention can be huge, especially since nearly one-third of all new hires quit their jobs within the first six months according to SHRM. The key to keeping

Small businesses may not have a lot of employees, but that doesn’t mean they have fewer obligations under state and federal laws. Here are some compliance issues that affect even small companies and how you can meet the requirements. Minimum Wage and Overtime: FLSA doesn’t depend directly upon the number of employees. Rather, it covers

Think you’re accurately capturing your employees’ time? Think again. According to one study, almost 80 percent of the businesses using timesheets admitted they regularly have to make corrections before they can run payroll. Not only can these mistakes cost a business time and money, they also put employers at risk of wage and hour disputes.

The Workplace Bullying Institute (WBI) defines workplace bullying as repeated, health-harming mistreatment of one or more persons (the targets) by one or more perpetrators. It can result from acts of commission such as verbal abuse or threats as well as omission like withholding resources. And it is more common than you think. According to the

While there is no requirement in the Fair Labor Standards Act for severance pay and it’s optional in the vast majority of states, many companies still grant it when they lay off or fire employees for reasons other than issues like conduct. In fact, according to the most recent Severance & Separation Benefits survey by

If you offer a benefits package to your employees, you’re no doubt familiar with ERISA – the Employee Retirement Income Security Act of 1974 – that sets minimum disclosure standards for retirement and health plans. But did you know that violations are common, and the Department of Labor continues to increase penalties for noncompliance? Among

In the continued quest to manage rising healthcare expenses, many employers want more control and freedom in plan designs that can lower their payments. And one way to achieve it is with reference-based pricing. When members receive healthcare under a reference-based pricing plan, the plan pays benefits based on a multiple of the Medicare reimbursement

Three new employees have joined Complete Payroll Solutions to assist clients and support the company’s continued expansion. Donna Dufault, Payroll and TLM Implementation Specialist Donna has joined the Springfield office as a Payroll and TLM Implementation Specialist, where she will set up clients with solutions to their time-tracking needs. She has more than 25 years