Best Practices for Protecting Employee Data

Is our personal data safe? This question is on our minds more than ever in the face of more frequent, more sophisticated, and more egregious security breaches. For business owners and payroll and HR professionals, the issue is especially critical. Are you doing enough internally to protect employee data? Do you have proper safeguards in place to protect against security breaches? What we do know is that businesses are susceptible to data breaches. This is not hypothetical. So what should you do? As you review and update your security policies and procedures, here are a few things to keep in mind. Best Practices for Protecting Employee Data: Map internal data flow. When looking at your internal processes, it’s important to review the flow of information and documents, including where they are stored and who has access. Where does your business interact with sensitive employee data? Make a map of these touchpoints and how data flows through your business. Review internal forms and requests for personal data. When looking at requests for sensitive personal information, evaluate if it’s absolutely necessary to get that information for a process to work. Store sensitive documents separately. Keep any records that contain sensitive information in confidential, locked files separate from other personnel files. This might include I-9 forms, employment applications, wage garnishment documents, direct deposit forms, credit card information, mortgage application inquiries, drug screen and background test results. If you have employee medical records, keep those separate as well. Limit access to sensitive information. Again, make sure the staff with access to private employee data absolutely need it in order to perform their jobs.... Read More

HR in the Driver’s Seat: Moving Human Resources from Support to Strategy

How do most businesses think about human resources functions? Do they see it as central to their strategic planning? When an organization’s leadership team sits down to set strategy and make business decisions, does HR have a seat at the table? In most cases, the answer is no. Human Resources is pegged as an administrative support function. It means payroll and paperwork and little else. Why is this? It is partly because compliance at the state and federal level is an ever-changing landscape. With regulations constantly evolving and multiplying, much of an HR team’s energy and resources must be dedicated to regulatory compliance. There continues to be an archaic view that HR has a limited operations-only role. At a time when labor is the largest cost for businesses, and attracting, retaining and engaging top talent is one of the greatest challenges faced by companies, why isn’t human resources seen as a strategic resource and partner? Because the truth is that business success is rooted in efficient, empathetic HR service delivery. So how should organizations be thinking about HR and what are some ways to go about incorporating it into strategic leadership and planning? First, technology and data do matter. Like other business areas, HR must be forward-thinking in its use of technology to streamline cumbersome HR processes and provide data in real-time. This data must be used to provide employee insights. HR is often seen as reactive rather than proactive. It’s the department that tells you how you can’t do something rather than how you can. Instead, HR needs to be solutions-oriented and lose its reputation as the policy... Read More

Have Fun at Work Day (and Year)

You’ve made it through the work week and you’ve almost made it through January’s post-holiday blues. Well, guess what? Today you have an excuse to do something fun. It’s Have Fun at Work Day, a holiday that falls every year on the last Friday of January. At Anthros we’re celebrating by wearing silly socks and having an ice cream sundae bar. How will you and your fellow teammates get into the #HaveFunatWorkDay spirit? Today may give us an excuse to take a break from our routine, but it’s also a good time to remind ourselves that fostering a sense of fun in the workplace throughout the year is important too. An occasional fun team activity will relieve stress, bring coworkers closer together and increase the productivity of your team. Plus, it promotes employees’ connection with your company’s leadership, brand and values. At Anthros we’re a small team and not above getting dressed up and acting silly when a holiday comes around. We also really like donuts. So here’s a look back at some of the fun (and funny) things we did in the office last year and that might get you thinking about your own #HaveFunatWorkYear Act Like a Tourist We took a look at our city from a different perspective: from a boat! Our team outing on the Winter Park Scenic Boat Tour gave us a unique glimpse at the landscape and history of Winter Park. Get Crafty Getting in touch with our artsy side is a theme for us. During the holiday season we decorated stockings to hang in the office. Lesson: you can never have too... Read More

New Overtime Rule Goes into Effect December 1st

Earlier this year the Department of Labor announced an update to the overtime rule of the Fair Labor Standards Act (FLSA). This new rule and challenges to it have been covered extensively in the media recently, and we know many of you are wondering whether the new regulations will go into effect this year, as previously announced. The answer is yes. Please plan for the new overtime rule to take effect as scheduled on December 1, 2016. In September, the U.S. House of Representatives passed a bill to delay the implementation of the new regulations by six months; however, the Senate will not vote on the bill until later this year, and it is not expected to pass. Other challenges have been filed in court, but these challenges will not have an impact on the start date either. For more information about the new rule, please review this fact sheet from the Department of Labor and the key provisions listed below. Key Provisions of the Final Rule The Final Rule focuses primarily on updating the salary and compensation levels needed for Executive, Administrative and Professional workers to be exempt. Specifically, the Final Rule: 1. Sets the standard salary level at the 40th percentile of earnings of full-time salaried workers in the lowest-wage Census Region, currently the South ($913 per week; $47,476 annually for a full-year worker); 2. Sets the total annual compensation requirement for highly compensated employees (HCE) subject to a minimal duties test to the annual equivalent of the 90th percentile of full-time salaried workers nationally ($134,004); and 3. Establishes a mechanism for automatically updating the salary and... Read More

What is a PEO, Exactly?

What Does a PEO Do? Professional employer organizations (PEO) provide integrated HR solutions for small and medium sized businesses. The services a PEO offers include payroll, benefits administration, human resources best practices consulting, state and federal employment tax administration, regulatory compliance and risk management. How Do Businesses Benefit from a PEO? By partnering with a PEO, businesses turn over time-consuming and expensive back office HR tasks to a team of experts. Business owners can focus on their business’ core functions and growing that business, while Anthros focuses on the wellbeing of the team. A PEO navigates the constantly changing landscape of employment regulations and taxes, which means businesses stay in compliance and are better protected against liability. In addition, business owners and their employees get access to HR management technology and experts that have decades of experience in HR problem-solving. Businesses that hire a PEO are more flexible, grow more quickly and experience lower rates of employee turnover. Does the PEO Become an Owner or Operator in the Business? No. The PEO has no power to hire, fire, change wages or set strategy. Ownership remains the same. The PEO supports business operations by processing payroll, paying employment taxes, administering benefits and maintaining employee records. Most of the time, employees will interface with the PEO only when they need to update their personal information or have payroll inquiries. The PEO may consult or offer training on HR and employment issues, but the client remains solely responsible for business operations. What Makes Anthros Different from Other PEOs? Anthros is not like other PEOs. We do all the things a PEO does... Read More

Behind the Anthros Logo

How An Icon Represents Our Integrated Approach Our name, Anthros, comes from the Greek word for human or humankind. People are at the heart of what we do. By focusing on people, we bring empathy and emotional intelligence back into the Human Resources industry. The Anthros logo comes from the iconic drawing by Leonardo da Vinci. His pen and ink drawing is an enduring image and one of the most recognizable symbols of the Renaissance. Da Vinci was both an artist and scientist. Representing and exploring the proportions of the human body was a mathematic, scientific, philosophical and artistic pursuit. For him, these fields were inextricably linked and his Vitruvian Man, as the drawing is known, reflects his integrated approach. At Anthros, this inspires us daily. We don’t believe Human Resource functions should be compartmentalized. We always take a holistic approach. Everything from payroll and compliance to technology and risk management must be part of an integrated solution to meet our client’s specific needs. By taking its inspiration from da Vinci, the Anthros logo speaks to our big-picture thinking, our rigorous attention to detail, and our commitment to constantly improving and re-engineering our service delivery model. About the Author Dyannah Byington is the Brand Manager at Anthros... Read More