Have you thought about your employer online image? 

• If you are on Facebook;
• If you are on LinkedIn;
• If you are on Twitter;
• You need our free Employer Social Media Toolkit

 Have you launched, or are you contemplating embarking on a Social Media campaign – have you thought about how you will effectively protect your online brand?

You don’t just have to worry about what information you put online, but you may also have to manage how your employees are viewed:

 When a client or potential client searches for your company on Facebook, employees who have listed your company as their employer will appear in the search results.  What profile pictures are they using?

• Will the client have access to your employee’s Facebook page?
• What about the pages of their friends?
• Do you want your clients to follow or ‘friend’ your employees on Facebook, Twitter, LinkedIn and other such sites?

With 21^st Century connectivity, you cannot afford to overlook policies on Social Media and eCommunications.  Your company’s reputation may be at risk.  If you have launched, or are thinking about launching, in the Social Media space – give us a call right away.

Our free Employer Social Media Toolkit provides policies, strategies and guidelines to help you manage the convergence of all these social circles; while keeping your image in tact.

 Call us today to receive your free Toolkit:

 Phone: 310.308.7680 option 3

eMail: info@idomeneoenterprises.com

Or simply send us a note via our Contact Us box; be sure to include your phone number and put “Social Media Toolkit” in the subject box.

The cost of employees extends beyond salary.  There are a number of insurance plans required by law, including Unemployment Insurance, Worker’s Compensation Insurance and Disability Insurance.  All employers (no matter how small) are required to maintain this coverage for all employees.

Unemployment Insurance

What Is It?: UI provides income assistance to individuals who have lost their job through no fault of their own.  The Federal government has an unemployment insurance program (FUTA) and many states also have a state based program (SUI).  Generally, the state and Federal programs are coordinated so that you receive credit in the Federal program for the taxes you pay under the state unemployment program.

How much will it cost?: The amount you are required to pay is determined by a number of factors, including the UI claims against your company.  However, you are only required to pay on the first $7,000 in wages.  Rates will vary year to year but in California, are generally between 3.4% and 6.2% of wages paid.  The state will notify you annually of your rate.

How do I get it?: Employer payments are part of the company paid taxes attached to wages.

Worker’s Compensation Insurance

What Is It?: Worker’s Comp. provides income assistance to individuals who are injured on the job, and as a result are unable to work.

How much will it cost?: Worker’s Comp. rates are deregulated, so they vary from carrier to carrier.  If you have difficulty obtaining coverage from a private company, the California State Fund is a good alternative.

How do I get it?: Employers can obtain insurance in 3 ways; self-insurance (usually large employers and government agencies); private insurance from any of the 300 California approved insurance companies; the State Fund – this is a non profit California state entity that competes with private insurers.

Disability Insurance

What Is It?: Disability Insurance provides income assistance to individuals who are disabled and as a result are unable to work.  The disabling event need not be work related (i.e. pregnancy).

How much will it cost?: The 2010 rate is 1.1%, however rates may vary year to year.  The state will notify you annually of your rate.

How do I get it?: Employer payments are part of the company paid state taxes attached to wages.

 The preceding is provided for general informational purposes only, and not intended to constitute legal advice.

• If you employ more than 50 people, you are required to provide bi-annual harassment training for all employees in a supervisory role. And the first training has to happen before January 1, 2006.
• Even if you only have 1 employee you are subject to California’s Paid Family Leave, which provides up to 6 weeks of paid time off in a 12 month period, for all employees.
• A pregnant California employee is eligible for up to 16 weeks of Pregnancy Disability Leave, in addition to the possible 12 weeks of Family Medical Leave (FMLA). The employer is required to continue insurance payments during both leave periods.
• California employers are not allowed to enact a ‘use it or lose it’ clause in their vacation policies.
• Employees who have claimed exempt status on their W4 tax withholding are required to provide updated W4’s each year. Otherwise they automatically revert to a withholding status of Single-Zero the first of every year.
• Employers may not prohibit employees from discussing salary information.

The preceding is provided for general informational purposes only, and not intended to constitute legal advice.

The IRS is launching a nation wide employer audit in February 2010.  Are you prepared?

What are they looking for?

• Accurate records and payment of Federal withholding taxes, such as Social Security, Medicare and Federal Unemployment.
• Worker classification – are your workers properly classified.  Independent contractor status will be closely reviewed.
• Fringe benefits – health plans, life/accident benefits, educational assistance, meals, transportation benefits.  All will be carefully reviewed for proper documentation and determination as to whether they are considered taxable wages.
• Reimbursed expenses – your expense policy and process is subject to audit.
• Compensation of Owner Employees – proper payment to owners of closely held corporations.
• Forms – completeness and accuracy of various forms, including W-2s

 6,000 employers will be randomly selected for this initial audit.  And, as Federal and State agencies look for additional sources of funding, the frequency of audits is expected to increase dramatically.

 In September the US Government Accountability Office (GAO) released a report urging the US Department of Labor and the IRS to increase ‘their efforts to probe the improper classification of workers” as independent contractors.

 We can help you prepare for audit season, without breaking your budget.

 Give us a call today, we are HR experts and we are here to free you from the complexities of labor law.

 310.308.7680 option 3

 See a full recap – http://bit.ly/91uWiR