• 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.

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.

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

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

Here is a recap of California’s overtime calulation, and rest/break rules:

OVERTIME CALCULATION GUIDE

• Overtime pay (1.5 x hourly rate) for more than 8 hours and less than 12 hours in 1 day
• Double time pay (2 x hourly rate) for more than 12 hours in 1 day
• Overtime pay (1.5 x hourly rate) for first 8 hours worked on 7th day of workweek (usually a Saturday)
• Double time pay (2 x hourly rate) for more than 8 hours worked on 7th day of workweek (usually a Saturday)
• Overtime pay (1.5 hourly rate) after 40 hours in 1 week

TIME OFF/BREAK GUIDE

• Must receive 1 day’s rest in 7 calendar days
• Must be permitted 10 minutes rest period (break) according to the following schedule:

0 – 3.5 hours of work in a day = no rest period

3.5 – 6 hours of work in a day = one 10 min. rest period

6 – 10 hours of work in a day = two 10 min. rest periods

10 – 14 hours of work in a day = three 10 min. rest periods

14 – 18 hours of work in a day = four 10 min. rest periods

18 – 22 hours of work in a day = five 10 min. rest periods

• Keep in mind, rest periods should be allowed as close to the middle of the work period as possible; also, as an employer you are only required to permit rest periods, you are not required to enforce the employee actually taking them; and it is suggested that rest periods are at least 15mins long, because the regulations state that the 10 mins must be complete rest time, and not time going to or returning from the break.
• Minimum of one :30 min meal period for every 5 hours worked; the meal period must also occur within the 5 hour period so

- if employee works noon – 5pm, must have meal period by 4:30pm

- if employee then works 5pm – 10pm, must have 2nd meal period by 9:30 etc.

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

Employment status (also known as classification) is the single greatest area of exposure for employers, large and small. Misclassified workers have resulted in class action suits and multi million dollar pay outs for well know employers (Microsoft, Farmers Insurance, Pacific Bell, Rite Aid Corp). But it is not just the Fortune 500; emerging companies and small businesses are at significant risk as well. A simple call to the state labor board, or an unemployment insurance claim may trigger an investigation. As an employer, it is vital that your workers are correctly classified and you can justify your determination. Here is a quick primer:

Employment Status:

Regular Employee – pay subject to federal and state employee withholding and employer paid taxes; eligible for company benefits; may be full time or part time; may be exempt or non exempt

Temp – hired for a temporary assignment; pay subject to federal and state employee withholding and employer paid taxes (unless hired through a temp agency); not eligible for most company benefits; may be full time or part time; may be exempt or non exempt

Independent Contractor – pay not subject to withholding or employer paid taxes, not eligible for company benefits

Full time – usually 35 or 40 hours per week, depending on company hours

Part Time – less than 35 or 40 hours per week, depending on company hours (NOTE: benefit programs generally stipulate a 30 hour threshold for coverage)

Overtime Status:

Exempt – position not subject to overtime pay

Non Exempt – position subject to overtime pay

While you may be tempted to classify your workers as independent contractors, there are specific, mandated qualifications that must be met; such as, who has control over when, where and how the work is performed? Similarly, the designation of exempt cannot be arbitrary. The position’s responsibilities must meet specific criteria in order for the position to qualify as an exempt position. Your best bet is to consult a human resources professional to ensure you are protected.

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