HR Outsourcing: How to Choose the Right Firm

Outsourcing is a great option for business owners who want to save time and run their company more efficiently. When you make the decision to outsource payroll, you are also turning over your payroll tax responsibilities and confidential company information. Mitigate risk by obtaining references and getting to know your outsourced personnel. When hiring a Human Resource Outsourcing (HRO) firm, verify that they are a reputable company and are a true business partner who fits your corporate culture. The outsourced company you choose should be licensed, insured and bonded. If you are considering outsourcing, ask yourself these simple questions: What are my responsibilities and risks as an employer? What are my risks and responsibilities if I outsource? Consider these three major areas of risk: 1. IRS/Tax Compliance. Mishandling tax issues include penalties and additional taxes. When you outsource, the HRO collects and remits payment on your behalf for payroll taxes, including Federal and State unemployment taxes, and workers’ compensation payments. Often times the HRO is assuming the liability through co-employment- make sure you understand the structure and transfer of any liability. 2. Employment Law. Federal, State and local employment laws can be a complicated set of rules and requirements. If you are not educated in employee rights, minimum wage amounts and processing of hiring, disciplining and firing employees, you can end up with fines and penalties and lawsuits that can put any company directly out of business. When you decide to outsource, you are obtaining access to knowledge regarding laws and regulations to minimize your risk of legal liabilities, which can be a huge benefit to your organization. Make... Read More

What Can a Human Resource Information System (HRIS) Do for You?

Anthros has partnered with F.W. Davison and Company to provide our clients and worksite employees access to the most robust and user-friendly HRIS system in the industry, HRPyramid (HRP). HRP gives worksite managers and employees the ability to view, create and maintain payroll, benefits and HR information, all in real-time. Accessible 24/7 via the web or mobile app, our clients can submit payroll data from anywhere, reducing processing time and errors. Customizable security allows HRP to be molded to fit any organizational structure. Logos and links can be added to custom brand the site. Employees have access to view and/or update their personal HR data reducing the manual workflow it often takes to manage HR functions. Anthros also offers Service Organization Controls (SOC 1) compliance through HRPyramid. A SOC 1 Report is a report on Controls at a Service Organization which are relevant to user entities’ internal control over financial reporting. The SOC1 Report is replacing the standard SAS70, complete with Type I and Type II. HRP allows companies to focus on their core business functions by dramatically reducing the time it take to oversee Human Resources. HRP is available to all Anthros clients at no additional charge. If you would like to see how Anthros and HRP could help your company, please contact us for further information. Please visit our website at www.anthrosinc.com to see how we can help you with employee benefits administration and other business consulting solutions. About the Author: Nikki Brown, SPHR – Director of Operations About Anthros, Inc.: Anthros provides expert back-office solutions in human capital management-from payroll and human resources, risk management and workers’... Read More

Defined Contribution Health Plans: A Win-Win for Employer and Employee

Employers are facing key decisions about the level and types of benefits to offer their employees, given rising health care costs and premiums. Private insurers continue to create new cost-sharing measures in health care plans. Many employees face the challenge of high deductible amounts attached to their health insurance. Given these events and changes for both public and private payers, some experts speculate that health care spending growth will outpace the growth of the economy. It is predicted by 2015 that one in every five dollars will be devoted to health carecosts. More and more companies will be offering Defined Contribution Health Plans. Just as employers realized the savings associated with moving away from defined benefit retirement pensions and toward 401(k) plans, many businesses are applying this model to their health benefits program. Defined contribution health plans work for employers and employees because: The contributions can be tax-free to the employer and employees receive pre-tax The employer gains fiscal control and predictability over their health benefits budget. There are no minimum or maximum contribution amounts, and no minimum Employees have choice in health insurance plans and make consumer-driven choices. Defined contribution health plans will have the same benefits of a defined benefit (group health insurance) plan, often at a much lower cost for the business and employees. Please visit our website at www.anthrosinc.com to see how we can help you with employee benefits administration and other business consulting solutions. About the Author: Helen Usher – Director of Benefits About Anthros, Inc.: Anthros provides expert back-office solutions in human capital management-from payroll and human resources, risk management and workers’ compensation... Read More

3 Things You Can Outsource to Maximize Human Capital and Grow Your Business

How do businesses get an edge over competition? In today’s competitive landscape organizations are trying to find creative ways to stand out and are realizing the importance of outsourcing non-revenue producing activities so time can be spent expanding market share. Imagine maximizing your human capital by focusing on ways to drive profits versus being piled under the administrative burden of paperwork. Here are some items you can outsource for your business: (1) Payroll & Taxes Sure, payroll and taxes can be prepared through purchased software, but the question becomes: what is the cost affiliated to produce payroll in-house in regards to human capital? What are the costs to maintain the changes that occur within your State or Federal Government to make sure your business remains compliant? In addition to keeping up with the latest tax, wage and hour laws, there are often other costs associated with payroll such as check stock, printer ink, envelopes and maintaining licenses to keep the processing software. Having to track and comply with court-ordered garnishments and other deductions can sometimes prove daunting for businesses. Outsourcing payroll not only improves accuracy and compliance, but saves time and money for the business owner by freeing up their human capital to focus on other revenue producing areas for the company. (2) Human Resources & Benefits Confused about ACA Reform, FMLA, or ADA requirements? In recent years, compliance has become more difficult for employers. Benefit administration can be very time consuming and many organizations have turned to outsourcing to improve accuracy. Some popular items to outsource in Human Resources & benefits include: Employment forms, personnel file maintenance, and... Read More